Goodbye Proxies.
Hello Proof.

Winning talent teams have found a way to let candidates prove they can do the work before anyone forms an opinion.

Stronger shortlists
Faster decisions
Talent others miss

THE REALITY

Maybe this feels familiar.

Your ATS is bursting at the seams. Every resume is polished, every candidate looks qualified, and somehow your team is spending more time screening and feeling less certain than they were two years ago.

You do your best to identify a short list but you and the hiring manager are uncertain if those candidates have the skills to do the job. Your signals are opinions built on proxies. The resume, the recruiter notes, the interview impressions. None of it actually proves who can do the job.

And those proxies used to be close enough.

THE INSIGHT

Your process was built to create confidence, not evidence.

Every stage of your process is trying to answer the same question: can this person do the work? And for a long time the tools you had were close enough. The right resume usually meant the right candidate, a strong phone screen usually meant a strong hire. You felt sure, and that feeling was usually earned.

That’s not true anymore. When candidates can apply to 100+ roles in minutes—with AI-polished resumes and cover letters—traditional screening methods can’t reliably tell you who will actually succeed on the job. The same process, the same steps, the same signals, but the results don’t hold up the way they used to.

This is what that looks like in practice.

Job posted

Hundreds of AI-generated applications by morning.

Foundation

Resume filters

Your ATS matches what candidates built their resumes to match.

Proxy

Resume screening

Manual review. Hundreds of polished, identical resumes.

Proxy

Manual phone screens

30 minutes each. Dozens of candidates. Weeks of recruiter time.

Proxy

Traditional assessments

Question banks candidates can find online or paste into ChatGPT.

Proxy

First round interviews

Screening for culture fit and basic qualifications. Again.

Proxy

Second round interviews

Technical deep dives. Still measuring how well someone talks about work.

Proxy

Final interviews

Leadership sign-off. Based on impressions from every stage before this.

Proxy

Best guess

The process isn't broken. The inputs it runs on are.

And it's getting worse.

182%

Increase in applications per role since 2021. The average posting now pulls 340 applicants.

93%

Of hiring managers say it takes longer to hire than two years ago. Screening time up, certainty down.

65%

Of hiring managers have caught candidates using AI deceptively. Hidden prompts, live scripts, fake work samples..

5x

Skills-based hiring is more predictive of job performance than credentials. The teams that switched aren’t guessing anymore

Proof-based hiring replaces the inputs.

Same goal. Fewer steps. Better signal.

Job posted

Define the role and the skills required to do it.

Foundation

AI screener

Structured, skill-relevant evaluation before anyone reads a resume.

Proof

Candidate review

Your review scorecards, not resumes. Evidence, not opinions.

Proof

Certified Assessment

Real work in a proctored environment. Harder to game. Easier to trust.

Proof

Final interviews

Leadership sign-off. Based on impressions from every stage before this.

Proof

Proven hire.

Fewer rounds. Better hires. A shortlist the hiring manager trusts on first pass.

Ready to see what proof looks like?

THE UPSIDE

This is what changes.

The shortlist gets smaller but stronger. Hiring managers stop asking to see more candidates because the ones you sent came with evidence.

Your recruiters stop spending hours on screens that don’t tell them anything and start spending that time on the candidates who already proved they can do the work.

Interviews stop being where you figure out if someone’s qualified. They become where you confirm what the candidate already proved.

And the candidates your old filters would have screened out? The ones without the right pedigree or the right keywords? They finally get a shot, because proof doesn’t care what school you went to.

When someone asks “why this person?” you don’t defend. You show them. You stop being the team that sends candidates. You become the team that finds talent.

CodeSignal is the proof layer.

One platform. Proof at every stage.

AI Interviewer

Your first proof point

Every candidate gets a structured, skill-relevant evaluation before the shortlist is built. An actual scored assessment, not a summary.

Certified Assessments

Your real-work stage

Candidates prove they can do the job in proctored, role-aligned environments designed to mirror the actual work. Harder to game. Easier to trust.

Live Tech Interviews

Your interview upgrade

Watch candidates solve real problems in real time. Structured. Comparable. Your hiring manager sees evidence, not opinions.

Teams already hiring on proof.

+

Hours saved per year. Engineers spend time building products, not screening.

%

Reduction in time-to-fill. From 65 days to 32.

%

Reduction in lead review time. Recruiters spend time on candidates, not filtering.

"CodeSignal is helping us realize a goal of making our recruiting process inclusive and objective. It has improved efficiency and the quality of our decision making."
Joel Baroody
Head of Recruiting, Brex

You've been meeting proxies long enough.

See what proof-based hiring looks like.