#Yoodule #hiring #freelancing #vettingtalent

We’re building tools that help hiring managers cut through noise like this, so talent gets vetted fairly, and businesses don’t get burned. 👉 Curious: what’s your go-to method for spotting fake portfolios?

6. Run a small paid test: Scoped, paid trials are the fastest way to separate real talent from smoke and mirrors. 7. Keep protections in place: Always use escrow/milestones, and insist on original source files, not just screenshots.

4. Inspect the code: Ask for GitHub/GitLab. Real contributors have a commit history; fakes usually don’t. 5. Confirm with the client: Reach out to the company directly (not via the freelancer). A quick “Did they deliver X during [date]?” gives you the truth.

2. Check the live work: If they claim a website/app, open it. Use tools like BuiltWith or Wappalyzer to confirm the tech matches their story. 3. Verify history: The Wayback Machine tells you if the page even existed at the time they said they built it.

Here’s how we recommend spotting the fakes before you hire: 1. Reverse image search: Run portfolio visuals through Google or TinEye. If they show up on stock sites or other people’s profiles, red flag.

Fake portfolios are one of the biggest traps in freelance hiring. We review thousands of profiles, and we see this problem all the time. Portfolios are supposed to prove skills… but when they’re faked, they waste time, money, and trust. https://t.co/zJFuUNPSbe

3. Trial Integration  - 2-week paid trial for key roles - Real project collaboration  - Team feedback integration  Results: 8 out of 10 founders using this see dramatic improvement in hire quality.  #BadHires #FounderSuccess #HiringSystem #StartupEfficiency #TalentAcquisition

2. Reference Reality Check  - Call former colleagues, not just managers  - Ask about work under pressure scenarios  - Verify specific project contributions

The 80/20 System:  1. Skills Verification (20% of process, 80% predictive value)  - Work sample tests over resume reviews  - Practical assignments over theoretical questions - Portfolio deep-dives over experience claims

Every founder knows the pain of a bad hire. We created a system that has helped us cut hiring mistakes by 80%—and it has changed everything.

Why These Work: - Reveal adaptability (crucial for startups) - Show problem-solving under uncertainty - Test ego vs growth mindset - Predict real workplace behavior

5 Qs we use: 1) Time you learned something new under pressure? 2) A project where you changed direction? 3) How do you handle tough feedback? 4) How do you prioritize when all’s urgent? 5) A work belief you’ve changed your mind on?

We’ve studied 100+ founder interviews. The biggest mistake? Focusing on hypotheticals instead of the predictive questions that actually reveal outcomes.

Hires 16-20: Leadership - VP-level positions - Department heads - Strategic specialists #StartupScaling #FounderPlaybook #TeamBuilding #StartupGrowth #HiringStrategy

Hires 4-8: Specialization  - Dedicated marketing role - Second technical hire - First manager/team lead - Customer success specialist Hires 9-15: Systems - HR/People operations - Finance/accounting - Second manager - Senior technical roles

Scaling from 2 to 20 employees breaks most founders. Here's the hiring sequence that works. The Strategic Sequence: Hires 1-3: Foundation - Technical co-founder or lead developer - Customer-facing role (sales/success) - Operations generalist

Results: Teams become more innovative and better at problem-solving through diverse perspectives. #DiversityHiring #InclusiveHiring #FounderMindset #StartupCulture #ValuesBasedHiring

- Test for growth mindset over fixed thinking - "Tell me about a skill you taught yourself in the last year" - Evaluate collaboration style, not personality match - How they give/receive feedback and resolve conflicts

- Present real workplace scenarios - "A client demands unrealistic deadlines. How do you respond?" - Ask how they'd handle ethical dilemmas - "You discover a competitor's confidential data. What's your next move?"