Without continuity
Work starts from scratch.
A candidate is re-interviewed. A company re-assesses. Notes stay private and disconnected.
Invitation-only · For independent executive Recruiters
The search closed. The best candidate didn't get the role — and all that assessment work just vanished.
Every hiring process produces evidence about the people in it — what a Company observed, when, and in which role. When the vacancy fills, that evidence usually disappears. Proofecy lets a Recruiter carry a candidate's recent assessment into the next genuine opportunity — only with the Company's permission and the candidate's approval.
People / Evidence / Permission
Illustrative portraits
CandidateProduct leader / Madrid
RecruiterIndependent search partner
AssessorCompany leader / Berlin
Assessment / V01Execution and accountabilityWhat the company observed, in one role context.
A Recruiter, Candidate, and Company assessor connected by one assessment recordIllustrative portraits of a Recruiter, Candidate, and Company assessor surround one source-attributed assessment that carries its context, permissions, and expiry into a second opportunity.The evidence travels. Its source, context, permissions, and expiry travel with it — and it expires.
Proof, not prophecy.- Who
- Independent executive Recruiters
- Where
- Companies in Spain and Germany
- Focus
- Senior Product and Technology roles · Engineering, Product, Security, Data
- Access
- Invitation only, no public registration
The problem
When a vacancy closes, the evidence people worked hard to create goes with it.
Recruiters, Candidates, and Companies each invest real effort in a hiring process. Most of that understanding disappears the moment the role is filled. Proofecy offers those people a controlled way to carry the assessment forward — instead of restarting from zero.
With Proofecy
Evidence keeps its source.
One current record holds who said it, in which role, and when — and can move, with permission, to a real second opportunity.
How it works
One assessment. Four required checks.
Reusing an assessment isn't automatic. Before any evidence can move, every one of these four conditions must hold. If any is missing, the evidence stays put.
01 / Source
Keep where it came from.
The Company, role, method, date, and any limits stay attached, so a reader can judge how well it applies.
02 / Authority
The Company permits reuse.
An authorized Company representative confirms the assessment and agrees it may leave the original hiring process.
03 / Candidate
The candidate reviews it.
The candidate decides whether to include it, add context, or correct a fact. Inclusion never means agreement.
04 / Disclosure
One named share, 14 days max.
A specific recipient, a specific opportunity, and a specific set of evidence — approved by the candidate, expiring in no more than 14 days.
What the evidence looks like
A useful observation keeps its context.
Proofecy doesn't score or rank people. It records what one assessor observed — with the source, role, method, and date needed to interpret it. Context is what makes an observation useful instead of vague.
Kinland / CPO search
Assessment / Version 01
Case discussion with Sofia Mendes.
Observed by Elena Ruiz, Chief Executive Officer, during a structured case discussion on 14 May 2026.
Execution and accountability
Identified conflicting priorities, assigned decision owners, and proposed a phased path through the case discussion.
Method
Structured case discussion
Role context
Growth-stage product organization
Limitation
One 75-minute session; no direct work observation
- AttributableWho said it stays visible — the assessor and Company.
- ContextualThe role, method, date, and limits travel with it.
- VersionedCorrections are added, never silently rewrite the original.
Candidate control
The decision belongs to the candidate.
A candidate can review the evidence and decide what happens next. Choosing to withhold is as valid as choosing to include — no reason required. Reviewing or including never means the candidate agrees with the assessor.
Illustrative review decision
Include or withhold.
Both choices carry equal weight. The candidate may also add separate context or request a factual correction.
No decision selected. The Assessment remains pending review.
Candidate-approved disclosure
One named share, 14 days max.
If anything changes — a new recipient, role, or expiry — the candidate approves it again.
Scope
Focused on evidence reuse.
Proofecy deliberately does one thing well before becoming more. It is not a replacement for the tools recruiters already use.
Not an ATS.
No full pipeline, sourcing, or calendar replacement.
Not a score.
No ratings, rankings, predictions, or permanent verdicts.
Not a marketplace.
No public candidate profiles or talent inventory.
Join the pilot
Test it with a candidate from a real, recent search.
We're running a small, invitation-only pilot for independent executive Recruiters serving Companies in Spain or Germany, working with senior Product & Technology Candidates. Everything runs on a 12-month, candidate-controlled clock — if the candidate doesn't renew, the evidence is deleted. No indefinite database, no public profile, no obligation.
- A recent late-stage candidate from a closed search
- A real second opportunity to carry them into
- A Company willing to permit reuse of its assessment
- Manual referral terms between recruiters, agreed outside Proofecy