Skills evidence for employer hiring conversations
Go beyond CVs.
See role-relevant evidence.
A CV describes experience. It rarely shows how someone handles the work your role requires.
Send Kritaro your job description to discuss the role, essential skills and a practical work sample or case assessment. We'll agree the scope and review criteria with you before any assessment is arranged.
Opens your email app. Or email varun@kritaro.com. Send role and skills context only, not candidate documents.
Start with your JD Employer conversations open. Candidate intake closed.
The CV-only gap
A better conversation
starts with better evidence.
A CV can list qualifications and experience without showing how those claims translate into a specific task. A focused case can give a hiring team something concrete to discuss: how someone approaches a problem, explains a choice and puts a skill into practice.
Start with the work your team needs done. Then agree an assessment and review plan around essential skills, clear criteria and evidence recorded with its method, status and limits.
Role expectations. Practical evidence. Human review.
Where do you fit in?
Employers can start with a JD today. Campus context and candidate participation have different boundaries.
For employers & hiring teams
Define the evidence
your role needs.
Send a JD and the essential skills you need. We'll discuss a practical work sample or case assessment, agreed criteria and human review against the role and your team's work requirements.
Share a job descriptionOpens your email app. Or email varun@kritaro.com.
What we'll define with you
- A focused role brief that separates essential skills from preferences
- A proportionate work sample or case assessment with clear review criteria
- An evidence and human review plan with method, status and limits recorded
Scope, assessment methods, timing and commercial terms are agreed after the JD conversation, before any assessment is arranged. Please send no candidate documents.
For placement & career teams
Discuss preparation
against role expectations.
Employer role expectations can inform a conversation about skills preparation: what a practical case should ask, what effort it requires and how the evidence should be reviewed.
See the employer next stepsUseful conversation context
- Essential skills and tasks that can inform preparation
- Clear instructions, realistic effort and an accessible assessment plan
- Human review criteria tied to the role and team requirements
No cohort enrolment or live campus partnership is being offered here. Any campus involvement would need its own agreed scope.
For candidates aged 18+
Know the task
before sharing work.
Candidate intake is closed. Any future assessment would need clear task instructions, purpose, review criteria and expected effort, with informed candidate consent and agreed sharing permissions before participation.
Read the candidate questionsWhat a defined assessment plan should explain
- A relevant task with a clear purpose and expected effort
- How candidates can explain their approach and choices
- How people will review evidence against agreed role requirements
There are no live job openings or applications on this page. Do not send CVs, identity documents or other candidate records to the employer JD email. Any future participation would not guarantee an interview, placement or job.
Start with your job description
Your employer next steps
The JD starts a conversation. Scope and proposed assessments are agreed before any work is arranged.
- 01
Send the JD
Email the job description, role context and essential skills. Include your team's work requirements, not candidate documents.
A role to discuss - 02
Agree the scope
Discuss the evidence needed, assessment methods, timing and commercial terms. Scope follows that conversation.
An agreed scope - 03
Define the assessment
Set out a practical work sample or case assessment, expected effort and the criteria reviewers will use.
A defined assessment plan - 04
Define human review
Agree how to record evidence with method, status and limits, then review it against the role and team requirements.
A defined review plan
Human judgement against agreed criteria
Evidence informs.
People decide.
Human review should consider task-related evidence against the role and team requirements. Criteria should describe the work, not infer personality, sensitive traits or a subjective culture fit.
Employers remain responsible for hiring decisions. A work sample, document comparison or review does not guarantee an interview, placement or job.
A few useful answers
Clear expectations,
from the start.
What employers can do today, how scope is agreed and where checks need clear limits.
How can an employer start today?
Email your job description to varun@kritaro.com with the role context and essential skills. The JD starts a manual conversation about scope, proposed assessment methods, timing and commercial terms. A defined assessment and review plan comes after that conversation.
Can I register or apply for a job here?
No. Candidate intake is closed. There are no live vacancies, candidate applications or registration on this page. Do not send CVs, identity documents or other candidate records to the employer JD email.
How would a work sample be reviewed?
The employer and Kritaro would agree essential skills, a practical task or case, expected effort and review criteria before any assessment is arranged. Human reviewers would consider the evidence against the role and team requirements, with its method, status and limits recorded.
Does document review independently confirm a credential?
No. Comparing a document with a claim does not establish authenticity, identity or independent institution confirmation. Any independent check would need appropriate permission and an agreed method, with its status and limits recorded. No independent institution checks or verified candidate pool are offered by this page.
Does an assessment guarantee a hire or a response time?
No. Work-sample evidence does not guarantee an interview, placement or job. Employers remain responsible for hiring decisions. Assessment scope and timing are discussed after the JD conversation; no turnaround or service-level guarantee is made here.
What information does this page collect?
This page has no registration form or candidate uploads. The employer contact link opens your email app; an email is sent only if you choose to send it. Please send the JD and role or skills context only, not CVs, identity documents or other candidate records.
Start with the work you need done
A clearer signal
starts with your JD.
Send your job description and essential skills to discuss a practical assessment and human review plan. Scope, methods, timing and terms come next.
Opens your email app. Or email varun@kritaro.com.
Employer JD conversations are open. Candidate intake is closed.