[v1l]

Experience can be assessed by asking for LinkedIn/website/resume and checking that. This will probably suffice for the 90%.

It's not going to be foolproof. Just because someone has good experience in their background doesn't mean they're good. But neither are interviews foolproof. They can be gamed.

I wouldn't need to prove to companies that the vetting is valid. They can see the results themselves. The platform would die if the bar isn't maintained.

LinkedIn _is_ a free for all. This would also be anon by default and double opt-in for devs.

[dudul]

Sorry but this makes no sense to me.

Anyone can put whatever on a resume. I can pay some guy in a 3rd world country to build me a nice looking website. You would be doing even less than a recruiter to vet my experience.

You would absolutely need to prove to companies - your customers - that your vetting process - your product - is valid. How are you going to get it going if your only argument is "look, it's been 3 days and I'm still in business ".

As a hiring manager,you would literally be taking value away from me since I would be reaching a smaller pool of candidates and still need to interview them.

[v1l]

Have you ever not interviewed a candidate presented by a recruiter?

Has a candidate presented by a recruiter never been a dud? Most recruiters I have worked with aren't able to assess my experience anyways.

It is absolutely possible that this can be gamed but the game won't last long. And it's possible that some level of vetting will need to be built anyway. We'll see.

> As a hiring manager,you would literally be taking value away from me since I would be reaching a smaller pool of candidates

No one is saying you're forced to use this as your only solution. Obviously you won't.

[dudul]

Then maybe I missed the point of your thing. What's the value you're providing exactly if I still need to run my interviews? This would not be saving me any time or money.