How MySkillsSpace works
Start with a simple conversation, or send one structured invitation: the role, your message, a pipeline of named stages and any assessments. The candidate reads every condition before saying yes, and both sides follow one timeline.
The flow
Four stages, each one visible to both sides. The details follow below.
Search by skills, services and experience. Skills First can keep identity out of the first stage of discovery, and company membership or the recruiter role alone does not override a specialist's visibility settings.
From the company workspace, send one structured invitation: the role, your message, the named stages and any assessments.
Required and optional assessments confirm the skills. A verified result can be reused in the next recruitment.
Move the candidate through the pipeline, keep internal notes and decide. Both sides follow one timeline.
Recruitment belongs to the company running the process, not to a separate recruiter account. Authorized members manage recruitment from the company workspace. Recruiter is a role inside a company, not an account type.
A role applies only inside the company that assigned it. The same person can recruit for one company and be a member of another, on one account.
These are not two versions of one button. A message is how you talk; an invitation is how you run a process. Use whichever the moment calls for.
A direct conversation, without opening any process.
Good for
A message is just a message. It does not enter anyone into a recruitment process, assign assessments or create any obligation.
One structured invitation: the role, your terms, your message, a pipeline of stages, and assessments when they add value.
Good for
The invitation stays open for 30 days, and attached assessments share that deadline. You can withdraw it any time before it is answered; a candidate can withdraw from a running process at any point.
Message when you want to talk. Invite when you are ready to run a structured process.
Every recruitment runs on a pipeline: a short sequence of stages the company names in its own words. The candidate sees the whole sequence before accepting, and every move lands on a timeline both sides can read.
Stage 3 of 5: Portfolio review
Stage 1 of 5Invitation
The candidate reads the role, the terms, every stage and assessment and the deadline, then accepts or declines. Accepting opens the process and starts nothing.
Stage 2 of 5Skills check
The candidate takes the required assessment whenever it suits them; the clock starts only when they press start. The stage closes itself when the last required result is in.
Stage 3 of 5Portfolio review
The recruiter reviews the portfolio and the results, leaves internal notes and decides when the candidate moves on.
Stage 4 of 5Technical interview
An optional stage: the company holds the interview or skips it. Interview and offer only move when a person moves them.
Stage 5 of 5Offer
The company ends the process with a hire or a not-selected decision. Nothing is decided automatically; the decision belongs to people.
Invitation, assessments, review, interview, offer or custom. The company writes the label; the type decides how the stage completes.
An assessment stage closes itself when every required result is in, including a verified skill the candidate already holds. Review, interview and offer move only when a person moves them.
Sent, opened, accepted, started, submitted, moved, noted, decided. The candidate reads their own history; internal notes and reasons stay with the company.
A candidate can withdraw at any point. It ends the process as a withdrawal, never as a rejection, and the company hears it at once.
The structured path in three moves: what each side does, and what each side sees.
Role, terms and a personal message in one place. Pick one of your pipelines or keep the standard sequence, search the assessment catalogue, mark each pick required or optional, and watch the candidate's total time as you choose. If a valid public verification already covers a skill, the composer says so.
The candidate reads who is asking, the role, your message, every stage, each assessment with its length, who will see the results, that integrity signals go to a reviewer and never reject anyone, and the deadline. Accepting starts the process. It never starts an assessment.
Each completed assessment updates the process for both sides, and the assessment stage closes itself when the last required result lands. You move the candidate through review and interview, leave internal notes, and end with hired or not selected. Nothing is ever decided for you.
The three states one skill can be in, and the rules that keep the evidence fair.
A skill the specialist lists on their profile. A useful signal, with no proof attached.
Earned by passing an assessment that defines a pass mark. Time-limited, and shown publicly only if its owner chooses to.
A result produced inside your company's own process: a score you can open in full, visible to the candidate and to your company's authorized members.
When a requirement allows it, a valid verification the candidate already holds satisfies it: publicly visible ones at send time, private ones by the candidate's own click. Nobody proves the same skill twice for no reason.
Recruiters select, preview, assign and review. Only the candidate completes an assessment.
The recruiter preview shows sections, question mix, timing and rules. The live questions stay sealed.
Recruitment results stay inside the process. Verified skills appear on a profile only when the candidate turns them on.
A score informs a human decision. Nothing here auto-rejects or auto-hires anyone.
Yes. Write about any published service and it is just a conversation: no process, no assessments, no pipeline. Even inside a recruitment invitation, either side can ask questions before any decision.
Members of that company whose role includes recruitment: the owner, admins and recruiters. A member with the Member role sees the company workspace but does not run recruitment. Recruiter is a role inside one company, not an account type, so the same person can recruit for one company and simply be a member of another.
No. An invitation can be just the role, terms and your message. Attach assessments only when the evidence genuinely helps.
A reusable sequence of named stages a company builds once, for example invitation, skills check, portfolio review, interview, offer. Each stage is required or optional. Invitations sent without one use the standard sequence.
Yes, up to five, each marked required or optional, with the candidate's estimated total time shown while you compose.
No. Reading an invitation, and even accepting it, starts nothing. An assessment begins only when the candidate presses start in the assessment itself.
No. Recruiters preview an assessment's structure and review results; only candidates complete attempts. A preview never creates an attempt or a result.
Yes, when the requirement allows it. A publicly visible valid verification counts immediately; a private one counts the moment the candidate chooses to apply it.
No. Results are visible to the candidate and to authorized members of the company running that recruitment, according to their permissions. Recruitment results are not published on the Specialist Profile. A verified skill appears on the public profile only if the candidate enables it.
No. Skills First and the other visibility settings belong to the Specialist Profile, not to the company. A candidate who hides their identity becomes known to your company when they accept your recruitment invitation. In Skills First discovery, a profile that takes part can be revealed deliberately by a signed-in viewer, and every reveal is recorded. Company membership or the recruiter role alone reveals nothing.
Both sides see the shared events: sent, accepted, assessments started and completed, stages entered, the outcome. Internal notes, waiver reasons and rejection reasons are visible only to the company.
Yes, at any point, with an optional message to the company. The process ends as withdrawn, never as rejected, and the company is notified.
No. It supplies evidence: scores, verified skills, integrity signals and context. Nothing auto-rejects or auto-hires; every decision stays with people.