Skills-based hiring

Hire on proof, not resumes.

Add identity-verified assessments to hiring and mobility, so decisions rest on demonstrated skill.
See identity-verified assessments →
UBSGlovoA1CVS HealthGalaxusAllSecureBancorTMF GroupDDCFDN
UBSGlovoA1CVS HealthGalaxusAllSecureBancorTMF GroupDDCFDN
UBSGlovoA1CVS HealthGalaxusAllSecureBancorTMF GroupDDCFDN
UBSGlovoA1CVS HealthGalaxusAllSecureBancorTMF GroupDDCFDN

Over 1 million learners have trained on Kampster, across business, government, universities, and individuals.

The problem with resumes

A resume tells you where someone has been, not what they can do, and interviews can reward confidence over competence. Skills-based hiring flips that: measure the skills the role needs, verify who is answering, and see the skills you have across your existing workforce too.

How it works

Define the role. Assess the person. Decide on proof.

Objective, identity-verified evidence for every hiring, promotion, and mobility decision, not a gut feel you have to defend later.

Define the role in skills.

Turn each job and internal move into the specific skills it needs, so screening measures the work, not keyword-matched resumes or polished interview answers.
Explore skill assessments

Assess with identity verified.

Every candidate and employee takes a proctored, role-adaptive assessment. Because it is identity-verified, the score belongs to the person in front of you: objective evidence you can defend.
See identity-verified assessments

Decide on proof.

Compare people on demonstrated skill. A self-taught analyst can outrank a polished resume before the first interview. Shortlist candidates, spot promotion-ready employees, and redeploy talent into open roles, each decision backed by a dated record.
See the skills you have

Why skills-based

The best person for the role may not have the best resume.

Degree and title filters screen out capable people and let confident-but-unproven candidates through. A skills-based talent assessment widens the qualified pool, removes proxy bias, and gives hiring managers comparable evidence. The same signal powers internal mobility, so open roles get filled by proven talent you already employ.

See how pre-employment assessment works

Talent Acquisition

Screen on proven skills, not resume keywords, and shortlist faster with clearer evidence.

Explore

People & HR

Base promotion, redeployment, and internal mobility on objective evidence, not manager gut feel.

Explore

Business leaders

See the skills you already have and move talent where it is needed most.

Explore
Security & trust

Your data is safe.

Enterprise-grade controls, EU data residency, and zero data retention, built in by default.
  • sec-gdpr

    GDPR-aligned

    EU data residency available. Data Processing Agreement on request.

  • sec-soc2

    SOC 2 controls

    AES-256 at rest. TLS 1.3 in transit.

  • sec-iso

    ISO 27001

    Annual third-party penetration testing.

  • sec-privacy

    Privacy by design

    Tenant-isolated. Your content stays yours.

  • sec-zdr

    Zero Data Retention

    Nothing stored beyond the session. Never used to train anyone's model.

Common questions.

Make every hire and promotion something you can prove.

Run an identity-verified assessment on your next role this week and shortlist on evidence, not resumes.

Over 1 million learners have already trained on Kampster.