Prove it.
Don't pitch it.

Yes — the strong ones prefer it. Evaluations are scoped, time-boxed, and paid. Candidates keep a portable evidence record of their work whether you hire them or not. The people who object most are the ones whose résumé was doing the heavy lifting.

A take-home is one artifact, graded by a tired person, with no way to compare across candidates. An evaluation period is real work over weeks, with weekly check-ins, the same rubric for everyone, and every score traceable back to specific evidence.

Evaluation periods are designed to work alongside current employment. Focus areas are scoped to a manageable weekly cadence, and most candidates can complete an evaluation in evenings and weekends, or by negotiating a short transition window with their current employer. We can run shorter evaluation lengths (30, 60 days) when that's the right call.

Any role where the work is observable — IC-level engineering, sales, product, design, data, and operations roles up through senior individual contributor. Executive hires (VP and above) are a different problem; we don't try to evaluate judgment, taste, and political navigation with a 90-day window, and we'll tell you when an evaluation isn't the right tool.

Completely. Every evaluation produces a full evidence record — every check-in, every artifact, every score, and the specific rubric criteria that produced them. You can open any decision and see exactly which evidence produced which outcome. No black box, no gut feel laundered through software.

Yes. Billing is month-to-month and cancellation takes effect at the end of the current cycle. Active evaluation periods run to completion so candidates are never left hanging mid-process.