Open access.

The resume is a literacy test. To write a good one, you need to know the conventions — what to bold, what to bury, what keywords ATS systems index, how long a bullet should be, when to put GPA on and when to leave it off. None of that is the work. It's a separate skill you either learn in college or office jobs, or you don't.

That filter falls hardest on people who are excellent at the actual work but never learned to perform it on paper: career changers, immigrants, people who came up through trades and apprenticeships, people whose first language isn't English, people who got skilled through informal paths. A resume tells you whether someone learned the resume game. It tells you almost nothing about whether they can do the job.

The same access problem hits employers from a different angle. Small businesses, first-time hirers, local employers without HR — they don't know the recruiting playbook. They can't compete with Fortune 500 job posts written by professional copywriters. Their listings don't surface in search results. Their employer brand is "the place down the street" rather than a corporate identity. The hiring world is structured around large, recruitment-fluent employers; the small ones drop through the cracks.

Proof-first hiring tests the thing that matters on both sides. A 30-second video shows how someone communicates, regardless of whether they learned to write a resume. A workplace clip shows what an employer actually offers, regardless of whether they have a marketing budget. Every party, regardless of background or scale, gets the same chance to demonstrate the work.

The pushback is that video introduces its own biases. True of every signal in hiring, including resumes. The question isn't whether bias can be eliminated; it's whether the signal you're using rewards the right thing. Proof rewards capability and authenticity on both sides. We think capability and authenticity are what hiring should be testing.