Find designers by
competency signals
Browse standardized competency profiles built from scenario-based assessments. Filter by strengths, work-fit, availability, and more — not by resumes or rankings.
Signals ≠ decisions
One input among multiple hiring factors. Does not decide who should be hired.
Levels ≠ job titles
Capability bands for calibration. Do not equate to your local title ladder.
What you'll see on each profile
Structured, assessment-derived signals alongside self-reported context — clearly separated and labeled.
Assessment-Derived
Competency Strengths
Pillar-level strength chips (Strategy, Research, Collaboration, etc.) based on assessment thresholds.
Capability Level
Emerging → Principal bands based on multi-pillar maturity. Levels are calibration, not ranking.
Work-Fit Tags
Startup-leaning, Scale-up, Enterprise-heavy — derived from assessment patterns, not self-reported.
Badges
12 criteria-based badges across Competency, Context, and Experience categories.
Contextual (Self-Reported)
Location & Timezone
Country/region and timezone offset for distributed team fit.
Languages
Self-reported languages for communication fit.
Availability
Full-time, Part-time, Freelance, or Not looking.
Years of Experience
Banded self-report: <1, 1-3, 3-5, 5-8, 8+. Display only.
Role Focus & Industry
Current role track (max 3) and industry exposure (max 5).
Work Arrangement
Remote, Hybrid, Onsite, or Flexible preference.
Self-reported fields do not affect scoring, levels, gates, badges, or sorting.
How discovery works
Filter, scan, and shortlist — then evaluate deeper through portfolios and interviews.
Apply Filters
Filter by level, strengths, work-fit, location, timezone, language, availability, experience, role focus, industry, and work arrangement.
Scan Profiles
Profile cards show level, top strengths, work-fit tags, location, and availability at a glance. Self-reported fields labeled as context.
Shortlist & Evaluate
Use signals for triage and calibration. Then evaluate deeper through portfolio reviews, interviews, and reference checks.
Designed with guardrails
We're explicit about what this platform can and cannot tell you.
No numeric scores exposed
You see bands and thresholded signals, never raw numbers or percentages.
No score-based sorting
Discovery ordering reflects match density + recency, not skill ranking.
Partial ≠ low performance
Incomplete profiles indicate missing assessment data, not low capability.
Context is not scored
Self-reported metadata (years, role, industry) is contextual only — no scoring impact.
Not a rank or leaderboard
Signals support triage and calibration before deeper evaluation.
Separated signal types
Assessment-derived and self-reported filters are always clearly labeled.