Hire from a pool with three reputations on the line.
Most certs collapse because nobody’s reputation is bonded to the outcome. Ours doesn’t. Our agency’s reputation is on the cert. Where applicable, our partner’s name is on it. The trainee’s record is public. If the cert turns out to be a lie, three different people lose.
- No résumé bingo
- No black-box scores you can’t defend to procurement
- No participation-trophy badges
Just stake-backed certs and audit packets your compliance team can actually read.
Wide in. Narrow at the cert. Wide out.
Most platforms stop at the screen.
We close the loop.
Four tiers of signal.
One closed loop.
Six Cyborg Traits composite scored at submission. Native voice interview recorded with post-call analysis.
Real-deliverable submissions (mock ads sandbox, copywriting, ops, code) graded by AI rubric and human review. Spaced review at 30/60/90.
Daily check-ins, weekly updates, attention events, journey-stage progression. Real-time engagement and reliability signal.
Every placement’s downstream client outcomes — deliverables, NPS, churn, ad win-rate, revenue — flow back to sharpen the next cohort’s model.
A typical platform’s screening accuracy is fixed the day you sign up. Ours is designed to improve every quarter as placements teach the model which trait combinations actually predict success in your category. The schema is in place; the outcome correlation begins firing as the first Tier 1 cohort graduates onto live accounts.
Honest about what’s ready, what’s next.
Application → Tier 1 Assessor → Live Skill Sim → cert content → snapshot. End-to-end. 17 trainees through the pipeline so far.
Track 2 ships when our active hire (Leonardo Cuevas) onboards. Dojo opens with 10 Tier-S sales letters.
The Stage 3 + Stage 4 infra that makes the cert a real contract. Schema design locked; build queued for days 60–90.
Who this works for. And who it doesn’t.
- Founder-led teams hiring 1–10 ops/marketing/creative roles a quarter
- Agencies that need defensible hiring on regulated client work
- Coaches and consultants whose delivery quality depends on team execution
- Procurement-gated buyers who want an audit packet, not a vibe check
- Teams who’ve been burned by “great résumé, mid performance” before
- Companies that just want the cheapest body in a seat
- Roles outside our active cert tracks (we’ll tell you up-front)
- One-shot freelance gigs — that’s a different market
- Buyers who want a 1,000-résumé spray-and-pray pipe
- Anyone who’d rather not have an audit trail
Talk to hiring.
Tell us what role, what runtime, what client work it’ll touch. We’ll come back with a cohort plan, a price set against your runtime, and the audit-packet template you’ll get on every placement.