applications per job in 2025
More than double the 2022 level.
SourceThe skills intelligence layer for hiring and teams
Hire for what people can do. Build teams around what comes next.
Skilliby is building one shared system to define role requirements, create practical assessments, compare evidence consistently and keep employee skill profiles current over time.
For hiring, talent and business leaders who want to help shape the product.Today’s scattered signals
One shared standardSkilliby skill evidenceS
Decisions your team can explain
1,500+measurable skills in the current catalog
20professional fields
100+Soft skills
1standard from learning to hiring
More volume. Less certainty.
Hiring teams are processing more applications with weaker signals.
The market already knows skills matter. The hard part is validating them reliably, at scale and close to the actual work.
The costly gaps in hiring
Every weak signal pushes work and risk further down the funnel.
Skilliby focuses on the problems a measurable, continuously updated skill system can actually solve.
Application volume hides the right people
Keyword filtering rewards familiar wording while recruiters still have to reconstruct real capability by hand.
More screening, without more confidence.A résumé describes history, not current level
Titles and years of experience rarely show what a person can handle now or where their strongest skills sit.
Strong candidates remain invisible; weak matches advance.Every candidate is judged through a different lens
Unstructured conversations and disconnected tests make comparisons inconsistent across interviewers and roles.
Decisions are harder to defend and repeat.Companies cannot see the talent they already have
Employee capabilities live in managers’ memories, separate tools and outdated development plans.
Teams hire outside before finding internal potential.A different hiring foundation
Start with the work. Build a skill profile. Ask every candidate for comparable evidence.
A role should be more than a title and a list of responsibilities. Skilliby turns the company’s own description into an explicit model of the skills and levels that matter.
Company-defined criteria
Your context shapes the role profile; the platform does not impose a universal “ideal person”.
Practical evidence
Short, relevant situations test how people apply skills instead of how well they repeat keywords.
Comparable results
Candidates and employees are measured against the same role-specific criteria.
Human judgment
Skilliby explains the evidence and gaps; your authorised team makes the decision.
From role to evidence
One flow connects role design, assessment and selection.
The company describes the outcome it needs. Skilliby helps translate that need into skills, prepares the assessment and makes the results readable.
- 01
Describe the role
Add the position, responsibilities, seniority and real work context.
A clear business need, not a generic template. - 02
Shape the skill profile
Skilliby proposes relevant professional and Soft skills with expected levels for the company to review.
An explicit definition of success. - 03
Create the assessment
The system prepares a focused set of practical tasks around the approved profile.
The same evidence request for every participant. - 04
Invite people
Send the assessment to your applicants, employees or a selected group.
One controlled flow for external and internal talent. - 05
Compare what matters
Review performance by skill, role match, gaps and freshness of available profile evidence.
A shortlist your team can understand and discuss.
Corporate assessments, powered by the Skilliby engine
Turn a position into an assessment instead of assembling another test by hand.
The competitive Battle mechanics already prove that Skilliby can generate selected-skill tasks, run a shared session and rank results. For companies, that foundation becomes a purpose-built assessment experience with company language and controls.
Position descriptionSenior Product Manager · Own discovery, prioritisation and cross-functional delivery
- 01Role context
- 02Required skills
- 03Practical tasks
- 04Comparable evidence
Assessment outcome
1
Candidate AHigh evidence across core role skills
Strong match2
Candidate BStrong delivery; discovery needs validation
Focused gap3
Candidate CSolid foundation with visible development areas
Growth matchThe same system keeps working after the hire.
Candidate selection
Run one consistent assessment for everyone being considered for a role.
Team skill visibility
Track current strengths, gaps and changes across employees on a shared standard.
Internal mobility
Find people inside the company whose evidence is closest to a new role or project.
Profiles like your strongest people
Turn an approved employee or team pattern into clear skill criteria, then search for comparable capability.
A planned direction
A verified employment record could support a future application after job loss.
We plan to let a company invite an employee to link their Skilliby account to an employment record confirmed by both sides. The record will appear in Skilliby only after the employee accepts the invitation. If that employment ends, the person can report the change, and the company can confirm the fact and date through its account. The record may support a future application to a planned Skilliby support fund. Each application would go through a separate review under rules published before launch.
- 01
Connect employment
The company sends the invitation. The employment record appears in Skilliby only after the employee accepts it, so the connection is confirmed by both sides and remains visible to the person it describes.
- 02
Confirm the end of employment
The employee reports the change, and the company confirms the fact and date. If their records differ, the planned process will provide an auditable dispute path.
- 03
Submit a future application
The record may become one item of evidence in a separate application and review process. The employer will not see the application or decide whether support is granted.
This direction is in planning and is not yet available. Eligibility, funding, supported jurisdictions, evidence, disputes, privacy, fraud prevention and payment rules will be published before launch. Any future application would be reviewed separately under those rules. Employer confirmation would be only one item of evidence; the employer would not see the application or decide whether support is granted.
Current Skilliby product: a living skill profile built through practical tasks.
Built on a live measurement product
The company layer starts with evidence people are already able to build.
Skilliby already turns short practical tasks into skill scores, breakdowns and progress over time. The company product connects that measurement engine to role profiles, assessments and workforce decisions.
- Professional and Soft skills in one catalog
- Current scores with history and dynamics
- Task generation by skill, level and professional context
- A shared scoring basis across participants
What changes for the business
Move from fragmented hiring activity to a reusable skills system.
Screen with a reason
Prioritise people using visible skill evidence instead of keyword density.
Make comparisons consistent
Use the same approved role profile and assessment logic across every participant.
Find hidden potential
See adjacent strengths and internal candidates that a job title would miss.
Keep the signal current
Build on ongoing skill profiles instead of restarting proof from zero for every move.
Develop the team you have
Use the same evidence to plan growth, mobility and targeted learning.
Explain decisions better
Show which skills matched, where gaps remain and what evidence supported the view.
Designed for consequential decisions
Useful evidence requires clear boundaries.
The company product is being designed around consent, explainability and responsible human decision-making from the start.
Private by default
A professional profile is not exposed to company search without explicit, informed and revocable permission.
Purpose-limited visibility
Companies see the agreed skill summary and assessment outcome, not raw answers or private learning history.
Explainable matching
Recommendations show the relevant skills, level differences and freshness of the evidence.
People make the decision
Skilliby supports authorised teams with evidence; it does not make an automatic employment decision.
Questions companies ask first
A clearer model before you join.
Is Skilliby available for companies today?
The individual skill measurement product is live. The company product described here is being designed and developed now. The early-access list is for companies that want launch updates and opportunities to help shape pilot workflows.
Can we assess our own applicants?
That is a core use case: define the role, approve its skill profile, invite applicants into one assessment and compare the resulting evidence against the same criteria.
Can we use it with current employees?
Yes. The planned system uses the same skill framework for internal assessments, team capability visibility, development and internal mobility.
Will a score decide who we hire?
No. Skilliby will organise and explain relevant evidence. The company’s authorised people remain responsible for context, review and the final decision.
Can we discover people outside our applicant list?
The product vision includes matching company-authored search profiles with users who explicitly choose to be visible. Contact details require a separate permitted interaction.
Is the planned support fund unemployment insurance?
No. Skilliby does not currently offer unemployment insurance, a government benefit or a guaranteed payment. We are planning a separate support fund where a verified employment record could become one part of a future application. Eligibility, supported jurisdictions and review rules will be published before launch.
What happens after we join the list?
We store the submitted company contact details, send product updates and may invite suitable companies to research or pilot conversations. Joining does not create a company account or promise a launch date.
Help shape the new standard
Bring your hardest hiring or workforce question.
Join the company early-access list. We will share progress and contact selected teams for product research and pilots.
- Early product updates
- Opportunities to influence company workflows
- Priority consideration for future pilots