Hire freshers who've already proven it.
Post a role. We run a real work-sample challenge. You get a ranked, rubric-scored shortlist in under a week — not a stack of resumes that all look the same.
based
shortlist
with confidence
Trusted by teams like these
Every fresher resume looks the same. That's the problem.
Same degree bands. Similar CGPA ranges. The same three tutorial-driven projects every candidate builds because someone told them to. You're picking who'll actually do the job from a document that proves none of it.
And the candidates who get filtered out first are often the ones worth seeing — a sharp student from a tier-2 or tier-3 college never makes the shortlist, not because they can't do the work, but because the college name at the top of their resume did the filtering before their ability ever got tested.
Resumes are identical-looking noise. The one signal that matters — can this person do the work — isn't on the page.
Two different ways to hire
A guess on paper,
or a bet on proof.
Same candidates. Different outcomes.
Today
A guess on paper
With Wooble
A bet on proof
How it works
Four steps. Under a week.
Post the role.
Tell us the role, level, and what a good first-90-days looks like.
We run the challenge.
A real work-sample task matched to the role — not a generic aptitude quiz.
Candidates do the work.
They complete the same kind of task they'd actually do on the job.
You get the shortlist.
Ranked and rubric-scored — correctness, quality, approach — with the reasoning shown, not just a number.
Illustrative — ranked by fit, not by resume.
Timeline depends on role complexity and candidate volume — junior/fresher technical roles typically move fastest.
Inside the console
Ask Vaani. She already knows your workspace.
Every company gets a chat built into Console — no separate tool, no setup. She can also suggest moving a candidate forward or scheduling an interview; you still tap to make it real.
Not quite what you need?