How it works

From “we need someone” to a decision you can stand behind.

Worthy is one continuous process — post, apply, evaluate, assess, interview, hire — with a single evidence record running through all of it.

Post a role, not a job ad.

Start with a Role Success Profile: the mission, the dimensions that matter, and the evidence that would prove them. This is the bar every application gets measured against.

Senior Backend EngineerRole Success Profile

Mission

Own the payments platform through 10× transaction growth without 10× headcount.

What matters

Technical depthOwnershipRelevant experienceSystems thinking

Evidence we’ll look for

Built and operated a production system — not just shipped features.

Drove a project forward without being asked to.

Direct prior work on structurally similar problems.

Reasoned about tradeoffs across a whole system, not one piece.

Candidates apply in one place.

A hosted careers page and a structured application. Every submission lands in one inbox with everything attached — no forwarded PDFs, no black hole.

Illustration of a team reviewing candidates together

Worthy reads for evidence.

Each application is read against your role profile. Every finding cites its excerpt and source, gaps are flagged, and thin evidence is called thin — never dressed up as a score.

“Built and operated a distributed payments service handling ~40M transactions a month, including the migration off a monolithic ledger.”

Résumé · Orbital Systems

Potential gapNo Kubernetes experience identified.

UncertaintyInfrastructure ownership scope is not explicit.

The pool becomes a shortlist.

Applications organize by the strength of their evidence: needs review, strong evidence, unclear, interview. Nobody is auto-rejected. Your team decides what happens next.

05–06

Assess, interview, and decide.

Assessments map to the dimensions you already defined. Interviewers share one scorecard. And when it's time to decide, a person makes the call with the whole story in view — on the record, with a reason.

Why we built it this way

Illustration of a hiring debrief around one table, seen from above

And team fit, measured honestly.

Add a team-fit round: feedback style, pace and autonomy, collaboration. Structured questions scored like any other dimension — a difference isn't a rejection, it's an interview question you now know to ask.

Interview · shared scorecard

Problem solving4 / 5

Communication5 / 5

RecommendationStrong yes

“Clearest systems answer I’ve heard this loop.”

Ready when you are

Build a hiring processworth trusting.

Define what matters. Meet the people who do. Decide with evidence you can point to.

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