From a job description, or a single GitHub link, to a hired developer. Six steps, no engineer required to run them.
Find: describe the role, get a ranked shortlist
Under two minutes from a plain-English description to a list of developers who have shipped what you need, each with a score and the reason behind it.
- 01
Understand the role
You write the role the way you would say it. ViewSkill works out the skills, the seniority and the kind of company from that. - 02
Search GitHub
It looks through public projects and contributions for people who have actually built with that stack, in the region you asked for. - 03
Read the code
Each person is checked for how much they have built, how recently, and how well. - 04
Rank and explain
You get a ranked shortlist, and for each name, the reason they are there.
Check: already have a candidate?
Paste their GitHub link and get the same report in about 30 seconds. Same check, one person instead of a full search. Works for applicants, referrals and anyone in your ATS.
Works with your ATS
Coming soon, starting with Ashby
Soon you will import a job and its candidates from Ashby in one click, check every one of them on real code, and send coding tests, without changing how your recruiters work.
- Import jobs and candidates from Ashby in one click
- ViewSkill finds each candidate's GitHub and checks it
- Send a coding test to any Ashby candidate
- Results stay linked to the Ashby profile
Available on Professional and Agency plans. Coming next: Greenhouse, Lever. Want early access? Get in touch
Write: a message about their work, sent only when you say so
ViewSkill drafts an email that mentions what the candidate actually built recently. You read it, change what you like, and send. No templates, no spam, and a much better chance of a reply.
- 01
A real opener
Mentions a project the candidate actually worked on, not a generic template. - 02
Asks first
Checks whether they are open to a conversation before anything else. Respects their time. - 03
Test follows a yes
If they say yes, the coding test invite goes out automatically.
No email on their profile? Click Find contact. ViewSkill checks their public profile, then their public work, then a professional contact provider, and tells you where the address came from. If nothing turns up, it points you to their LinkedIn, X or website.
Hi Marco,
I noticed your contributions to supabase-toolkit (3.2k stars), particularly the realtime auth refactor. Clean separation of concerns.
We're building the data layer at Halden Systems and looking for someone with exactly that kind of systems thinking. Would you be open to a short async coding challenge, 45 min, in your IDE, this week?
Test: the right take-home test, suggested for you, approved by you
ViewSkill proposes the best of 9 ready-made coding tests based on the candidate's verified skills. You approve, the candidate does it on their own time, and the grading is done for you.
9 ready-made tests
- Frontend
- Frontend React, Frontend Performance, React Component
- Backend
- Backend Node.js, Backend API, Go Worker Pool
- Full-stack
- Full-Stack Todo
- DevOps
- Kubernetes/Helm
- Data
- Python ML/Churn
Each test comes with its own marking scheme (does it work, is it secure, is it well built, is it clean) and a checklist for that stack, so the review points at real lines of code, not generic praise.
- ViewSkill suggests
- the test and the brief
- You approve
- read, edit, send
- ViewSkill grades
- with the code cited
Go back to the original test anytime. Every step is logged per candidate.
Start to finish
- 01
The right test is suggested for you
ViewSkill looks at the candidate's verified skills and your role, then proposes the best fit from 9 ready-made tests.A backend role with Node.js and Postgres gets the Backend Node.js test - 02
You approve or change it
Read the brief in 30 seconds. Make it shorter, harder, or swap to another test. Nothing goes out without you.Add one line to the brief if the hiring manager wants something specific - 03
The candidate gets the invite
ViewSkill sets up a private workspace for the test and emails the candidate. Nothing to install or configure on your side.Set up in about 3 seconds, invite sent automatically - 04
Graded the moment they submit
When the candidate hands in their work, it is marked against the test's scheme and you get a score with the exact lines of code that earned or lost points.Score and feedback in your dashboard in under 60 seconds
What the graded result looks like
A score, a verdict, and the exact lines of code that earned it. Readable by a recruiter, checkable by an engineer.
- Excellent use of useMemo in UsersTable.tsx to avoid re-renders on filter change
- Tenant isolation enforced correctly via middleware in routes/orders.ts
- Missing input validation on POST /api/invites, should reject empty email
Decide: a success score that learns from your hires
Useful on day one, built from how much the candidate has shipped, how recently, and how well it matches your role. After about 10 hires you log, it re-tunes to what success looks like in your team.
- 01
Search
Candidates are ranked by how much they have built, how recently, and which skills are verified. - 02
Hire and log
Record who you hired and how it went at 3 and 6 months. Two clicks. - 03
Score the next ones
New candidates are scored against the people who actually performed in your team.
Why it gets better over time
- Real code, not buzzwords. How much, how recent, and which skills are verified, all from actual projects.
- Learns from your hires. After about 10 logged hires it tunes to who stays and performs in your team.
- Always shows the why. Every score comes with the exact signals behind it. No black box.
- Knows who worked with whom. Candidates who have built things together with people you already hired get a visible boost.
Sample numbers. Yours replace them after about 10 hires.
Candidates connected to the developers you already trust
When a candidate has worked on public projects together with engineers you already hired, they move up your results with a "From your network" label. Less time on cold profiles.
- A real signal. Based on work they actually did together in public, not on who they say they know.
- Easy to spot. Shows as a label on the candidate card.
- Improves over time. Every hire you log makes the next search more relevant for your team.
- Starts working once you log your first hire.