Don't just claim it.
Let them vouch for it.
Then prove it.
A CV is a claim you make about yourself. On Amini, two things back it up: the people who actually worked with you put their name behind it, and when you apply, you do a short exercise built for that exact role. Employers see proof, not adjectives.
No card. No plan. No fee to be seen — not now, not later.
Completed a role-specific exercise. The hiring team read the actual work — how she scoped the problem and what she chose to cut.
“Led our payments rewrite end to end.”
“The one person I'd hire again without a call.”
“Turns vague problems into shipped work.”
Everything here is free for you. All of it.
Employers pay to hire. You never pay to be hired — there is no talent plan to upgrade to, and no feature below sits behind one.
Vouches that carry weight
Managers, clients and peers record a short vouch for you. Each one is weighted by how senior the witness is and how closely they worked with you — a direct manager counts for more than a passing colleague.
An Ubuntu Score you can point to
Your vouches roll up into a single 0–100 credibility score. It is calculated the same way for everyone, and every part of it traces back to a real person who agreed to put their name on it.
A chance to prove it, not just claim it
Applying to a role includes a short assessment built around that job. It is your opening to demonstrate the work rather than describe it — and it means you are judged on what you produced, not on how confidently your CV is written.
A profile link that travels
One URL with your verified vouches, skills and score. Put it in an application, an email signature, a DM. It works without an Amini account on the other end.
Visibility into who's looking
See which companies viewed your profile and when. No more sending applications into a void and wondering whether a human ever opened it.
Direct messages from employers
Hiring teams reach you through the platform. You reply on your own terms — nothing is auto-shared, and you are never opted into a list.
Credit for how you actually perform
Once you're hired, 30/60/90-day check-ins feed back into your score. Doing good work compounds into a reputation you keep and carry to the next role.
Four steps. Two of them prove it.
Setting up takes one sitting. The assessment comes later, only when you actually apply for something — and only for that role.
Build your profile
Role, location, skills, what you're open to. Ten minutes, once. No CV upload gymnastics and no keyword games to beat a filter.
- ✓ Takes ~10 minutes
- ✓ Verify your ID for a trust badge
- ✓ Set what you're open to
Ask three people to vouch
Send a request to a manager, a client and a peer. They record a short vouch describing how you work. You choose who to ask; they answer in their own words.
- ✓ Start with 3 requests
- ✓ Manager · Client · Peer
- ✓ They record in minutes
Prove it on the role itself
When you apply, you complete a short assessment built around that specific job. Not a personality quiz or a trivia round — a piece of real work that shows how you actually think and solve the problems the role involves.
- ✓ Role-specific, not generic
- ✓ Judged on the work itself
- ✓ Your result travels with the application
Get shortlisted on evidence
The hiring team sees your vouches, your score and your assessment together. They are not guessing from a CV — they are reading proof of what you can do before they ever call you.
- ✓ Appear in employer search
- ✓ See every profile view
- ✓ Reply on your terms
Roles hiring right now.
Posted by companies hiring on Amini. Each one comes with a short exercise written for that role, so you can prove you can do the work — your vouches, your score and that proof travel together. No separate CV needed.
How to make your profile actually land.
Two things decide how you land: the vouches you gather and the work you show. The score rewards depth, closeness and recency — and the assessment rewards clear thinking. Here is how to use both on purpose rather than by accident.
Choose witnesses who saw you work, not who has the best title
A direct manager who watched you handle a bad quarter says more than a VP who met you twice. Relationship closeness is weighted deliberately — a manager vouch counts more than a passing collaborator.
Ask for specifics, not compliments
"Great to work with" tells an employer nothing. "Rebuilt our onboarding and cut drop-off by a third" tells them everything. When you send a request, remind your witness of the exact project.
Cover different angles of the same skill
Three managers all saying you're organised is one signal repeated. A manager, a client and a peer describing how you operate from three sides is a rounded picture that is much harder to fake.
Keep it current
Vouches lose weight as they age — a vouch is worth roughly half as much after eighteen months. A recent vouch from your last role counts for more than a glowing one from five years ago.
Be specific about what you want next
Your availability and target role drive whether you appear in an employer's search. "Open to anything" matches nothing in particular. Say the role, the market and the kind of company.
Treat the assessment as the interview, because it is
It is the first thing a hiring team reads that is unmistakably yours. Answer the question actually asked, show your reasoning rather than only your conclusion, and say plainly what you would need to know before committing — that reads as judgement, not hesitation.
Write it in your own voice
You are assessed on your thinking — how you frame a problem, what you prioritise, what trade-off you accept. Not your grammar, not your fluency, not how polished it sounds. Most people here are answering in a second or third language and that is explicitly not what is being judged.
Verify your identity early
It takes minutes and puts a verified badge on your profile. Employers filter for it, and it costs you nothing — identity verification is free, like everything else here.
Built so that being genuinely good at the job is what gets you hired.
You claim it. Nobody checks.
- ✕ A CV is a set of claims nobody checks.
- ✕ Skills are asserted in a bullet point and never tested.
- ✕ References only get called after you've nearly got the job.
- ✕ Filters screen you out before a person reads a word.
- ✕ Who you know decides who hears about the role.
- ✕ Job boards charge you to stand out.
Others vouch. Your work proves it.
- ✓ Named witnesses put their reputation behind yours.
- ✓ A role-specific exercise proves the skill, not the wording.
- ✓ Employers see the proof before the first call.
- ✓ You're found by what you've done, not your keywords.
- ✓ A strong network is built, not inherited.
- ✓ Free for talent — always, on every feature.
“Umuntu ngumuntu ngabantu” — a person is a person through other people.
That idea is the whole product. Your standing comes from the people around you who will say, on the record, that you are good at what you do. We just made it portable.
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