Introduction
Hiring has long been a frustrating process for both companies and candidates. Recruiters spend hours filtering through hundreds of resumes, while applicants complete multiple assignments and often never hear back. Proof of Skill was born out of this inefficiency, with a simple idea: what if candidates had to prove their skills once, and multiple companies could evaluate them based on that single verified proof?
Raj Desai, Founder, noticed that the traditional hiring process was wasting time and energy on both sides. Companies were overwhelmed with CVs, and candidates were tired of repetitive tasks without clear outcomes. That observation led to the creation of a system focused on verified skill instead of resume screening.
Why Proof of Skill Focuses on Verification in the Age of AI
Artificial intelligence has made it easier than ever to fake resumes, assignments, and even interviews. While many AI-driven hiring tools exist in the market, concerns about inaccuracies and manipulation continue to grow.
Proof of Skill addresses this by building fully verified candidate profiles. These include proof of identity, proof of experience verified through employers, proof of skill evaluated by a consensus of experts, and proof of education verified through institutes. Only after this verification process does AI step in to match candidates with companies.
Instead of using AI to judge unverified data, the platform uses it to matchmake based on validated credentials. This creates a trust layer that helps companies identify people who can actually deliver results.
How Companies and Candidates Use Proof of Skill
For companies, the process is straightforward. A hiring team looking for a Product Designer can select the role, location, required skills such as user research or Figma proficiency, and salary range. The platform then provides a curated list of candidates who have already demonstrated those skills. Companies can compare candidates directly based on proof of skill, skip resume reviews and first-round interviews, and move straight to technical discussions.
For candidates, the experience is equally streamlined. A UI/UX designer, for example, completes one serious, proctored real-world assignment. Skill validators evaluate them across qualitative skill levels such as interaction design, usability testing, and design systems. Once they earn their Proof-of-Skill credential, they can share it with multiple companies instead of repeating assignments for every application.
Candidates are judged on demonstrated ability rather than resume formatting or screening call performance. They also do not need to constantly chase job openings, as companies can directly filter and contact them based on verified fit.
The Hardest Challenge: Changing Hiring Mindsets
The biggest challenge in building the company has been convincing organisations to move away from their existing hiring processes.
Most companies are used to resume reviews, keyword filters, recruiter screens, take-home assignments, and multiple interview rounds. While inefficient, these methods feel familiar and safe. Replacing subjective filtering with verified skill evidence requires a significant mindset shift.
According to Raj Desai, the resistance is not logical but behavioral. Hiring teams are often optimising for comfort rather than efficiency. Once they see the time saved in resume reviews, coordination, and interviewer bandwidth, the benefits become clear.
The Most Enjoyable Part: Getting People Hired
Despite the challenges, the most rewarding part of building Proof of Skill has been enabling careers. Helping people secure jobs and seeing the impact on their professional journeys remains the highlight. The joy of getting someone hired continues to be unmatched.
Funding and Growth
Proof of Skill has raised $250,000 from Antler India. The company is currently in the process of closing another funding round.
Advice to Young Startup Founders in India
Raj Desai’s advice to aspiring entrepreneurs is to stop thinking and start doing. One action, they believe, is more powerful than a thousand thoughts about taking that action.
Interview by : Khevna Reddy
