ENTERPRISE SKILLS-BASED HIRING

Hire for measured capability, not resume claims

QLM Profiles replace guesswork with calibrated cognitive-fit evidence. Candidates share verified dimensional profiles matched against your role-demand data. EEOC-compliant, fairness-monitored, audit-ready.

The shift

Resume tells you what they claim. Profile shows you what they can do.

Resume-based hiring
  • Self-reported credentials — no verification of actual capability
  • "10 years experience" — no distinction between 10 years of growth and 1 year repeated 10 times
  • Keyword matching — optimized for ATS, not for fit
  • Interviewer gut feel — biased, inconsistent, legally vulnerable
  • No audit trail — can't prove why you hired or didn't hire
Profile-based hiring
  • Measured cognitive dimensions — calibrated against published methodology
  • Evidence from real work — artifacts, timing, cohort comparison, senior review
  • Dimensional fit against your specific role-demand profile — not generic "aptitude"
  • Structured comparison — same axes, same baseline, defensible
  • Full audit trail — what was measured, how, confidence intervals, limits named
How skills-based hiring works with QLM

Four steps. Same tools the candidate uses.

1
Define role demand
4-hour interview with incumbent + manager. Published 7-dimension demand profile.
2
Invite candidates
Candidates with QLM Profiles authorize sharing. No Profile? They can build one in 60-90 min.
3
Compare fit
Side-by-side dimensional comparison. Gaps named. Artifacts visible. Resume-only candidates flagged.
4
Decide with evidence
Hire with audit trail. Cognitive fit is one input — interpersonal, culture, context still yours to assess.
What the platform provides

Built for the hiring manager, not just the recruiter

Role-demand profiles
Your role, measured properly
4-hour interview protocol produces a 7-dimension demand profile from the people who actually do the work — not from the job description HR wrote.
Candidate comparison
Side-by-side, same baseline
Compare 2-10 candidates simultaneously on the same dimensional axes. Strengths, gaps, artifacts, validation status — all visible.
Work artifacts
Real evidence, not interview answers
See actual work product — memos, decisions, traces — with timing, cohort comparison, and senior review. Impossible to fake.
Fairness & compliance
EEOC-ready from day one
14 demographic dimensions monitored continuously. Differential impact caught and addressed before it shapes a hiring decision. Full audit trail for every evaluation.
Candidate control
They choose what you see
Candidates authorize what's shared. Revocable, time-limited, audit-logged. Builds trust — candidates who trust the system share more evidence.
ATS integration
Works with what you have
Export to ATS, Greenhouse, Lever, Workday. Profile data flows into your existing workflow — doesn't replace it, augments it.
See what this looks like for a real role

Preview a candidate comparison

Select a role track below. We'll show you what a 3-candidate comparison looks like against that role's demand profile.

Sample comparison · anonymized data

What the hiring manager sees

Set up skills-based hiring for your organization

Ready to hire with evidence?

Enterprise tier. Per-requisition pricing available. First role-demand profile included in onboarding.

Talk to enterprise View pricing