Why Prosli

Hiring has a strange problem at its core. Companies do not hire people for what they did years ago. They hire them for what they will do next. Yet almost every hiring tool looks backward, at resumes, degrees, and job titles.

Prosli was built to fix that.

The resume is the wrong starting point

A resume is a record of the past, written to get through a filter. Keyword screens reward whoever games them best, so strong people get cut for the wrong wording and polished but shallow candidates sail through. You end up interviewing the wrong shortlist and wondering why the great hire slipped away.

AI made it harder, not easier

Candidates now use AI to write applications and answer screening questions. The text on the page tells you less about the person than it ever did. If your screen cannot tell a reasoned answer from a generated one, you are flying blind.

Our bet

Prosli replaces the resume first funnel with an evidence first one. It learns your company, interviews every candidate on the skills your role actually needs, checks that answers are genuinely their own, and hands you a recommendation with the receipts attached.

The result is simple. You only spend time on people who can actually do the job, and you can defend every decision to your team.

Who tends to love this

Founders and small teams who cannot afford a bad hire. Engineers who want candidates judged on real reasoning instead of buzzwords. Anyone who has ever thought "this person looked great on paper and could not do the work."

If that sounds like you, the rest of these docs show exactly how it works, starting with the two ideas everything is built on: Company DNA and competency interviews.