TalentProof helps you decide who deserves recruiter time — one job page per role, filter async, proctored verify, and a verified scorecard before submittal or live interviews.
One intake link per role — job page, filter, candidate pipeline, proctored verify, and verified scorecards. Add an ATS when you need company-wide req and compliance workflows; run the role here if you do not have one yet.
Built for Staffing agencies · Startups & Series A
Paper Tigers: Paper Tigers: candidates who interview well on credentials but collapse when work is verified under proctoring.
A common first question: “So you're an ATS? A background check? Another TestGorilla?” Here is the clean split.
Typical tool
Company-wide reqs, compliance, scheduling, and job-board workflows.
TalentProof
Not a full ATS — we do not replace company-wide requisitions, compliance reporting, job-board syndication, or HRIS-style hiring ops. Works with or without an ATS — run the role in TalentProof or companion your existing ATS.
Typical tool
Verify identity and records after you decide to hire.
TalentProof
Verify skills and integrity signals before expensive live interviews or client submittals — different checkpoint in the funnel.
Typical tool
Deep tests, often late in process or for large eng orgs.
TalentProof
Lightweight, role-shaped steps early in intake — filter noise without a 40-minute AI interview for every applicant.
Typical tool
Psychometric fit as the primary product.
TalentProof
Optional psychometric step when relevant — core deliverable is a proctored skill verification scorecard, not culture typing alone.
Works with or without an ATS — job page, pipeline, and scorecards ship today. Details on /works-with-your-ats.
Same hiring team — different moments:
TalentProof covers pre-live skill verification. Background screening belongs at offer — a different checkpoint.
Preview the apply experience, book a demo with a sample scorecard, or run a free pilot on a live role — pick the path that matches where you are in hiring.
A sample job page and assessment shape for a role title — see what candidates experience when they apply.
Best when
You want to see apply flow and question design before publishing live.
Not this
Not a pipeline full of candidates. Not a scorecard from real applicants.
Walkthrough of intake → pipeline → proctored step → verified scorecard (including sample candidate journeys).
Best when
You have no applicants yet, are drafting a req, or want to know what your team sees after someone applies.
Not this
Not a substitute for running your own live role when you are ready to hire.
Publish a live intake link on a real req — real applicants, real filtering, real scorecards. First role free.
Best when
You are actively hiring with an apply flow and ready to test on live data.
Not this
Not the best first step if you have no pipeline yet — start with a demo or sample scorecard.
Pre-screen layer, not platform swap
One link for intake. Filter before your calls. Verify before live interviews.
Lightweight before live time
Short proctored steps — not a 30–40 minute AI interview for every applicant.
Proctored + integrity context
Session signals and verified scorecards — not unproctored homework links candidates can paste into ChatGPT.
Recruiter judgment stays central
Job match scores and resume flags are advisory — they do not auto-reject candidates on their own.
Screening rules you control
Knockout questions and pre-screening criteria you set on a role can auto-filter applicants when auto-reject is enabled — rules you control per job, not a black-box letter grade.
Same product, two common workflows
Submit quality for staffing clients, or filter before eng interview time at startups — one intake surface.
First role free
Try one open role free before expanding to additional reqs.
Not a full ATS — we do not replace company-wide requisitions, compliance reporting, job-board syndication, or HRIS-style hiring ops. Yes for verified intake on a role: job page, apply, filter, pipeline, proctored assessment, and scorecard ship today. You still schedule live interviews and run compliance (background checks, offer paperwork) outside TalentProof — we are not a full ATS or background vendor. Many lean teams start here and add Greenhouse or Ashby later. No. Post the TalentProof job page link on Greenhouse, Ashby, Lever, LinkedIn, or your careers page. Review and verify in TalentProof; mirror the scorecard into your ATS when you advance. We sit in front of live interview time — not instead of your ATS.
Those tools focus on assessments. TalentProof starts at intake — one link per role, resume filtering, optional knockout questions, then proctored verification and a verified scorecard tied to that req. See our feature comparisons for details.
Background screening answers compliance and identity after you extend an offer. TalentProof answers whether someone can do the job before you spend live interview or client submittal time.
Start with a screen-share demo or sample scorecard so you see the recruiter view after apply. An intake preview link shows candidate apply experience — it does not simulate a full pipeline with candidates.
Not on match score alone — match is advisory call prep. If you enable pre-screening auto-reject on a role, applicants who fail knockout questions or criteria you configured can be filtered before assessment.
Yes. Knockout questions always apply the rules you set. Optional AI pre-screen criteria can auto-filter when you turn on auto-reject for that role — you configure must-haves, required skills, and thresholds per job.
No. Our three-layer model is async intake filter → your verbal screen → proctored verification and verified scorecard.
Compared to resume keyword scores and manual resume sifting: you still need human judgment, but match gaps and resume flags surface before your call, and a proctored step produces a verified TalentProof scorecard — not vibes from a polished PDF alone. That is the Paper Tiger problem in an AI-heavy applicant pool.
Compared to ATS knockouts and AI inbox triage (Greenhouse, Ashby, and Lever): those tools are built for req workflow and sorting the queue — often with auto-reject on application answers you configure. TalentProof adds verified intake on one job page, session integrity signals, and a scorecard artifact before client submit or engineering live time. Works with or without an ATS.
Compared to take-home tests and unproctored assessment links: homework is slow, easy to game with AI, and hard to defend on a client submittal. TalentProof uses short, role-shaped proctored steps — typically about eleven minutes — not open-ended take-homes on every applicant.
Compared to long AI video interviews for everyone: gating the whole funnel on a forty-minute bot screen hurts completion and your employer brand. We filter async first, keep your verbal screen in the middle, and verify only the candidates worth advancing.
Compared to late-stage-only assessment suites (HackerRank, TestGorilla, Codility): those products center on the test. TalentProof starts at apply — one job page per role, optional pre-screening, pipeline review, then verify. See /compare for side-by-side notes.
What we are not claiming to be better at: replacing your full ATS, running background checks at offer, or substituting your recruiter phone screen. Not a full ATS — we do not replace company-wide requisitions, compliance reporting, job-board syndication, or HRIS-style hiring ops.
Try the intake preview builder, book a demo walkthrough, or publish your first role free.
Still evaluating? Read the production case study or how it works.