Скачать или смотреть Can you filter candidates by problem-solving approach instead of experience?

Recruiters judge you by your last title. Candidates get filtered out because their title doesn’t match their actual work.
Here’s the problem nobody’s solving:
Someone takes gig work because they can’t land full-time in this brutal market. Doesn’t mean they’re less qualified. But their resume now looks “inconsistent.”
Someone does the work of a senior strategist, but their official title is “coordinator” because the company wouldn’t change it. Every recruiter who sees that resume assumes they’re junior.
That’s the supply-and-demand disconnect.
From the candidate side:
You have the skills. You’ve been thinking deeply about this work for years. You’ve done the projects. But there’s no way to show that beyond a resume with a title that doesn’t reflect what you actually did.
You can’t lie about your title. And you can’t assume a recruiter will dig through your LinkedIn to understand the nuance.
From the recruiter side:
You’re drowning in applications. You need a fast way to assess: can this person think? Do they understand the problem we’re trying to solve?
But all you have is a resume. A title. Maybe a cover letter if you’re lucky. You don’t have time to piece together someone’s actual capability from scattered posts or a portfolio buried on page 3 of their website.
Right now, both sides lose.
Candidates can’t showcase their thinking. Recruiters can’t see past titles.
What if there was a better way?
What if candidates could say: “Yes, my title was X. But here’s how I’ve been thinking about Y for the past three years. Here are my case studies. Here’s a video walking through my approach. Here are infographics I made solving this exact problem.”
And recruiters could filter by how people think—not just where they worked or what they were called.
Not a traditional portfolio. Not just a resume. A space where thought process becomes visible.
That’s what I’m building.
A platform where:
→ Candidates can organize how they think (posts, videos, case studies, frameworks—all in one place)
→ Recruiters can see beyond titles and find people who actually understand the work
If you’re a recruiter: would this help you find better candidates faster?
If you’re a candidate: would this help you stand out beyond your title?
Let me know in the comments. I’m still shaping this and want to hear from both sides.