Provn Intro
Hi, I’m Taylor, CTO at Provn.
My team and I are building a platform that helps builders show what they can actually do, not just what’s written on a resume.
We've already placed many awesome builders into full-time positions, and you could be next!
If you’re already building projects in your spare time, why not work on something that could help you land your next role?
We partner directly with employers to create real-world challenges. When you complete one, we demo your work with hiring managers so they can see how you think, build, and communicate. It also gives companies a way to discover great people before they’ve even opened a role.
We’re building a different kind of talent marketplace, one centered around proof of work instead of keywords and resumes.
If that sounds interesting, create an account, pick a challenge, build something you’re proud of, and put it out there. We’ll do our best behind the scenes to connect your work with teams where you can make a meaningful impact.
"Proof over pedigree" is a genuinely sharp position, and your mechanism backs it, the real-world challenge that lets a company see how someone thinks and builds before they open a role. That last part is the actual wedge for the employer: not "post a job and pray," but "hire from a pile of people who already proved they can do your kind of work." Lead the company-facing door with that, because "discover proven builders before you post" is a promise no resume site can make.
But you are a two-sided marketplace, and the scarce side is not the builders, it is the employers who will actually create challenges and review demos. Builders will show up for a shot at a job, that side is cheap to fill. The whole thing lives or dies on real hiring demand, and the failure mode is specific: builders complete challenges that lead nowhere, feel used, and leave, and your proof pile rots. So the metric that matters is not signups, it is challenge-to-interview conversion, and protecting a builder's time is the trust that keeps supply alive.
One honest fork worth naming: the "we demo your work with hiring managers" step is high-touch and human, which is beautiful for trust and brutal for scale. Is that curation your moat or your bottleneck? Because at 12,500 builders it cannot stay a person watching every demo, so decide now what the machine does and what the human does, before the demo step becomes the thing that caps your growth.
The part where you demo a candidate's work to hiring managers stood out. That's a very different commitment than just collecting portfolios and hoping someone clicks through.
I can imagine a developer asking ChatGPT how to get noticed without a big name on their resume. If Provn comes up there the first thing they'll want to know is whether companies are actually discovering people through completed challenges instead of treating them like another coding exercise.
I'm curious if you've noticed candidates joining because of the challenges themselves or because they've heard stories of someone getting hired through one.