Hire the person who can do the job.
The one who has already proved it.
Candidates apply the way they always have. The assessment is a stage in your pipeline, not a filter on who can apply. You keep every applicant. You filter for the ones with verified skills.
A DIFFERENT KIND OF HIRING TOOL
Filter for skills people have actually proven. Not skills they wrote on a resume.
Job boards show you who applied. ATSs track where they sit. Neither tells you whether they can do the job.
Luminid is built around the thing both are missing. Candidates prove their skills before you review anyone. You filter for verified. Everyone you spend time on has already done the work.
Why the old way is not working
Hiring is stuck in an AI doom loop. We don’t need more hoops or friction. We need better signals.
Daniel Chait, CEO of Greenhouse, 2025
There is no way to make the old process faster without making it worse. What if everyone you interviewed had already proven they could do the job?
Sources: Greenhouse 2025, SHRM 2025, CareerBuilder/Harris Poll 2016
THE SOLUTION
82% of employers using skills-based hiring cut their time to hire. One in five cut it by more than half.
TestGorilla, State of Skills-Based Hiring 2023
What you know before the first conversation changes everything.
Luminid sits between the application and the interview. Candidates complete assessments built for the skills that matter to your team. You see who passed. You review performance, not paperwork. You interview people who have already shown they can do the job.
Your assessments. Your library.
Build lightweight assessments for the skills your roles actually require. Save them once. Reuse them across every hire.
Candidates prove it. You filter for it.
Every applicant completes the relevant assessment before you review them. Your pipeline shows you who has verified skills, not who listed them. Integrity tracking flags anything that looks off.
One pipeline, start to finish.
Application, assessment, review, interviews, background check, offer. Everything tracked in one place. No candidate falls through the gap between tools.
A candidate experience that protects your reputation.
Every stage move triggers a personalized email. Interviews arrive with calendar invites for everyone on the call. Rejections include performance feedback. Candidates remember how they were treated.
Your pipeline. Sorted by who proved it.
This is a sample pipeline for a single open role. Cards with a completed assessment show an illustrative Role Match, how well the candidate’s demonstrated skills meet the documented role requirements. Open any card for the full verified profile.
Applied
Nadia Osei
Tomás Reyes
In Review
Jordan Ek
Liam Novak
Interview
Amara Diallo
The full pipeline is visible on desktop.
Role Match is built from the verified skills that overlap with the role’s required and preferred skills, plus a bonus for assessment performance. It does not factor in years of experience, education, demographics, or any protected characteristic. Every hiring decision is made by a human reviewer. No candidate is automatically accepted or rejected based on Role Match.
How Role Match worksClick any card to open the full verified profile.
This is a sample pipeline. The candidates and the Role Match percentages shown are illustrative, not real product outputs.
HOW IT WORKS
From post to hire.
This is the hiring flow you will run on Luminid once the company side opens. Join the waitlist to be first in.
Post a role in minutes
Write the job description. Build an assessment from your library or create a new one in minutes. Set your requirements and publish. Your pipeline is ready before the day is out.
Candidates prove themselves
Every applicant completes the assessment before you review anything. You see who has verified skills. You do not see a stack of documents.
Filter for proven, not claimed
Your pipeline shows candidates filtered by verified skills. Open any profile to read assessment responses and confirmed skill tags. The people who proved themselves are already at the top.
Move fast. Hire right.
When everyone in your pipeline has already proven they can do the job, both are possible at once.
PRICING
We are still building.
Pricing will be announced when the company side launches. Join the waitlist and we will reach out before anything goes live.
Direct line
Talk to the person building this.
I spent seven years in recruiting before I started building Luminid. Amazon, Grupo Bimbo, firms in the legal services space. I have been on the side of the table that reads the pile and knows something is broken before the interview even starts.
If you lead hiring and you want to talk through what Luminid is building, what the waitlist means for your team, or whether this approach fits your context, write to me directly. I read every message and I answer each one personally.
hello@luminid.orgIf you prefer a structured path in, join the waitlist and I will follow up before the company side opens.
Gabriel Araya
Founder, Luminid
The companies who reach out now are the ones who will shape what Luminid becomes.
hello@luminid.orgYour next great hire
is already out there.
They have the skills. They are willing to prove it. Give them a way to.
Get early accessFree during beta. No credit card required.