Skills infrastructure
Replace the CV. Hire on verified skills.
Hiofu is the infrastructure layer for skills‑first hiring. Candidates own verifiable, machine‑readable evidence. Employers get decision‑grade data.
The problem
Hiring is an infrastructure failure.
85 %+ of hiring decisions still begin with CV screening. CVs collapse complex capability into unverified text, reward presentation over performance, and block fair, automated decision‑making.
0%
of hires start with a CV scan
0%
of CVs contain embellishments
0s
average recruiter scan time
Low signal
Applications collapse capability into unverifiable text. Recruiters scan, guess, and hope.
High bias
Presentation, background, and networks distort outcomes. Non-traditional candidates are filtered out.
No standard
The hiring stack is fragmented. There is no unified, skills-native application layer.
The solution
Infrastructure, not tools.
Two tightly coupled components form a new hiring operating system. HSP1 carries the evidence. HSP2 orchestrates everything around it.
01
The payloadHSP1
A candidate-owned, evidence-backed, portable application object. A structured, verifiable record that integrates via “Apply with HSP1.”
02
The control planeHSP2
The intelligence and orchestration layer. It coordinates assessment providers, recommends, ingests, normalises, and delivers employer-ready records.
How it works
From signal to decision.
01
Capture evidence
Candidates complete assessments, simulations, and certifications from best-in-class providers. HSP2 recommends the most relevant based on role and market demand.
02
Normalise and verify
Outcomes are ingested via APIs, translated into a canonical schema, mapped to the skills ontology, and weighted by trust models. Raw data is preserved.
03
Build HSP1
All verified signals consolidate into a structured, versioned HSP1. Candidates control access. Every change is auditable.
04
Deliver to employers
HSP1 appears as an 'Apply with HSP1' option on career sites. Structured data syncs directly into existing ATS systems.
Who it’s for
Built for both sides of hiring.
Candidates
Waitlist open
Own a portable skills record that travels with you across roles, employers, and borders. Prove capability through evidence, not formatting.
Employers
Early access
Receive structured, verified skills evidence at the moment of application. No new workflow. It fits your existing ATS and hiring process.
Positioning
We don’t compete. We upgrade.
Hiofu sits between job boards, assessment platforms, and ATS systems. We don’t replace the ecosystem. We orchestrate it.
Apply rails
LinkedIn, Indeed
No evidence layer
Assessment
HackerRank, TestGorilla
Siloed, not portable
ATS
Greenhouse, Workday
Can't reason over skills
Credentials
Open Badges, MyPass
Not in hiring flows
Principles
What we believe.
Evidence over assertion
Every skill must be inspectable. Self-reporting is a starting point, not a conclusion.
Candidate ownership
The person owns their record. No implicit sharing. No discovery without consent.
Workflow native
Outputs fit employer systems. We don't ask hiring teams to change process.
Trust by design
Weighting, provenance, and auditability are architecture decisions, not afterthoughts.
Get started
Join the first wave.
We’re onboarding candidates and employers for early access. Limited spots.
Mission
Make hiring fair, skills‑led, and infrastructure‑native. A world where every professional can carry their capability across roles, borders, and industries.
This is not a product play. It is an infrastructure play.