Work Republic for business — hiring spaces, not forms

The space

Your role gets a link, not a form.

Paste it into LinkedIn, your careers page, a DM. It opens a space at your own address, where the candidate lands with everything you asked for: CV, cover letter, the few facts you need, and the questions only your team would ask. Then the space keeps working — about a week of email, a skill evaluation, sharper questions — so you spend less time and choose better.

Intake, not upload: CV, letter and your custom questions in one pass.
Answered in conversation instead of a form, so you get the reasoning and not just the checkbox.
Work Republic is the first contact, and keeps in touch through the whole process.

Then, without you

Day 1Space opens. Intake answered in conversation.
Day 3Skill evaluation goes out by email.
Day 5Two follow-up questions, written for this role.
Day 7Scored, ranked, and still in touch.

The role

A role is built, not written.

Writing a job description is one person guessing alone at midnight. Here it is work between HR, the AI, and whoever actually does the job and has something to add. The skill graph does the rest: given your stack, it expands what you asked for — say React, and it opens Next.js, components, props, routing — so the requirement matches the work instead of the buzzword.

HR, the hiring manager and someone who does the job, in the same draft.
AI assists the wording. The judgement stays yours.
The skill graph turns your stack into requirements you would have forgotten.

React

Next.js
Components
Props
Routing

You asked for one skill. The graph asked the rest.

The proof

Evidence, attached to the skill.

Challenges are proposed from the candidacies themselves, stored against the skill node they test, and kept as data — not a PDF somebody emailed back. You launch one; Studio tells the candidate to take it, and the points land on this application. Candidates can also take evaluations on their own and arrive already proven.

Every challenge is persisted on a node of the skill graph.
Studio nudges the candidate; the score attaches to your role.
Voluntary attempts count too. Screen and camera proctoring is on the roadmap.

PostgreSQL · Indexing

Evaluation passed

+18to this candidacy

Stored on the skill node, not in an inbox.

The decision

Decide on the set, not one by one.

Search across every open role at once. Ask one question of forty candidacies. Group the three you are torn between and ask about the group rather than reading three résumés again. The match runs on the graph: everything the role asks for, with all its ramifications, against everything the candidate has actually proven.

Universal search across every role you have open.
Bulk questions — one prompt, the whole pipeline answers.
Group and compare, with the graph doing the matching.

Which of these three has shipped billing end to end?

3 selected · across 4 roles