Hire with proof, not resumes.

Your biggest risk: candidates who interview well but perform poorly. Resumes are self-marketing. Interviews measure presentation skills. Neither tells you how someone actually works day-to-day. Badge gives you what you really need - verified feedback from people who've actually worked with the candidate. Before you spend 10 hours interviewing, you can see in 30 seconds what their colleagues, managers, and clients say about their work quality, reliability, and collaboration.

Bad hires cost 3-5x salary. Not just the severance - the wasted onboarding, the team disruption, the lost productivity, the restart cost. Badge reduces this risk by showing you: • What people who worked WITH the candidate actually think • Red flags BEFORE you invest interview time • Patterns across multiple reviews (not just one opinion) Think of it as an instant reference check that happens before you even pick up the phone.

We've built multiple layers to protect the signal you rely on: • Reviewers can only review someone once per 3 months • NLP analysis detects low-quality or suspicious patterns • Feedback must pass substantive quality checks • Colleague verification shows if reviewers actually worked together • Vague "great person!" feedback gets rejected automatically The system is designed to give you reliable signal, not popularity metrics.

LinkedIn recommendations are marketing. Badge feedback is verification. LinkedIn has no quality bar - anyone can write "Great to work with!" in 5 seconds. Badge requires substantive written reviews that pass quality analysis. Anonymous feedback option means people share the real picture, not just polite endorsements. You get signal you can actually trust to make hiring decisions.

Use it as a pre-filter before investing time: Resume → Trust Score Check (30 seconds) → Phone Screen → Interview Check the score BEFORE you spend hours on phone screens and interviews. If you're reviewing 50 applicants, start with the ones who have verified positive feedback. You'll waste less time on candidates who look good on paper but have concerning work histories.

Missing score = unverified, not bad. Some great candidates are new to Badge or haven't collected feedback yet. Treat a missing score like you would any unverified candidate - proceed with traditional due diligence. Low score with negative feedback = investigate. This is exactly the signal you want. A candidate who interviews brilliantly but has consistent negative feedback from actual colleagues? That's a red flag worth investigating before you make an expensive mistake.

Your reputation depends on placement quality. Every bad placement damages client trust. Every rejected candidate wastes your time. Badge lets you verify candidates BEFORE presenting them: • See what their actual colleagues say, not just their polished interview answers • Catch red flags early, before you stake your reputation on them • Present candidates with confidence: "Here's their verified peer feedback" Better candidates = faster placements = happier clients = more business.

Clients are drowning in fake resumes and AI-generated applications. They need someone who can cut through the noise and bring them verified talent. With Badge, you offer something competitors can't: • Pre-verified candidates with real colleague feedback • Instant credibility: "All candidates come with trust score verification" • Proof that you're doing real due diligence, not just forwarding resumes You become the agency that brings verified candidates, not just names.

Bad placements cost you: • Client relationship damage • Wasted time on the search • Potential refund/guarantee claims • Reputation in your market Badge helps you avoid these by showing you the real candidate before you present them. A polished interviewee with negative colleague feedback? You'll see that red flag and protect your reputation by not presenting them.

It speeds them up. • Trust score check takes 30 seconds (paste LinkedIn URL) • Replaces lengthy reference check calls (saves days) • Clients make faster decisions with verified candidates • Fewer rejected candidates = fewer wasted cycles Faster verification = faster placements = more revenue.

Present them with context: "This candidate is new to Badge but here's their track record and why I'm confident in them." A missing score is different from a bad score. No score means unverified - you proceed with traditional due diligence. A LOW score with negative feedback means you should investigate before risking your reputation. Your expertise in reading candidates is still valuable - Badge just gives you more data.

Candidates with verified scores are easier to place. • Clients trust them faster • Offers close quicker • Less back-and-forth on reference checks Encourage your talent pool to build their scores between searches. When they're ready to move, they come pre-verified. Your candidates being on Badge makes YOU more valuable to clients.