Introduce yourself
Say hello to the Product Hunt community
Start new thread

Hey PH! I'm Rahul — building proof-based hiring for developers, from India

by•

Hey everyone,

I'm Rahul, founder of (), based in India.

Before this, I kept running into the same problem: hiring developers is painful. Companies drown in résumés, spend hours filtering keywords and running interview rounds, and still make wrong hires — while genuinely skilled developers get overlooked because a résumé doesn't show what they can actually do.

So I started building to flip that. Instead of trusting résumés, every developer is skill-tested, GitHub- and identity-verified, and put through an AI interview before a company ever sees them. The idea: hire on proof, not claims.

We just launched on Product Hunt, and I'm building it in public — so I'd genuinely love to learn from this community.

A couple of things I'm curious about:

- If you've hired (or been hired) — what's the most broken part of the process for you?

- What would make you trust a candidate before the first interview?

Also happy to help anyone here with hiring, launching, or building in public — feel free to reach out.

Thanks for having me!

41 views

Add a comment

Replies

Best

Welcome, Rahul! I really like the idea of shifting hiring from résumé-based screening to proof-based evaluation.

While building an AI hiring platform myself, I've realized one of the biggest challenges isn't just evaluating candidates—it's giving recruiters enough context to trust the AI's recommendations. Transparency in why a candidate is a good fit is just as important as the score itself.

I'm curious—how are you balancing AI interview insights with GitHub activity and practical assessments to avoid bias toward one signal?

Looking forward to following Talenser's journey. Best of luck with the launch!

 

Thanks, Kartik! That's a great point, and I completely agree. One of our core design principles is that AI shouldn't make the hiring decision—it should provide structured evidence that helps recruiters make better decisions.

We don't rely on a single signal. We combine practical skill assessments, AI interview performance, GitHub activity (where relevant), and identity verification into a transparent candidate profile. Recruiters can see why a candidate is recommended instead of getting a black-box score.

Our goal isn't to replace human judgment—it's to give recruiters better signals than a resume alone. Really appreciate the thoughtful question!

 Thanks for the detailed response, Rahul. I like the focus on providing evidence rather than a black-box recommendation.

One challenge I've been thinking about is how these signals evolve over time. A candidate might have a relatively quiet GitHub profile but perform exceptionally well in practical assessments, or vice versa. Are you planning to make the weighting dynamic based on the role or company preferences, or will every candidate be evaluated using the same framework?

I think giving recruiters the flexibility to adjust what they value—while still keeping the evaluation transparent—could be a powerful differentiator.

 Thanks, Kartik. That's a thoughtful perspective, and I agree that context matters. Our focus is less on any single signal and more on helping recruiters make informed decisions with transparent, role-relevant evidence. We believe hiring should remain flexible because every company and role is different. We're spending a lot of time talking with recruiters and hiring teams to understand what helps them build confidence in a candidate while keeping the process fair and transparent. Really appreciate you sharing your thoughts.