What Proof of Work Looks Like in Competency-Based Hiring

If resumes tell a story, proof of work shows the movie. In competency-based hiring, we don’t guess who can do the job: we look for evidence of the behaviors that predict success. Today’s post breaks down exactly what “proof of work” looks like across roles, how to package it, and how it maps to the competencies we actually evaluate.

1) What counts as proof of work?

Anything that demonstrates how you think and execute under real-world constraints:

• Work samples (redacted artifacts, mock projects, or public deliverables)
  
• Case studies (short write-ups explaining the problem, actions, and results)
  
• Recorded walkthroughs (Loom/YouTube: explain decisions, trade-offs, and outcomes)
  
• Repos/portfolios/dashboards (GitHub, Notion, Behance, Data Studio, Airtable)
  
• Process docs & SOPs (how you structure repeatable work)
  

Rule of thumb: If we can see the inputs → decisions → outputs, it’s proof of work.

2) Map proof to competencies (what we actually score)

Below are examples of evidence tied to the competencies Resorsi screens for. Use these as inspiration when assembling your portfolio.

Executive Assistant (EA) / Admin

• Communication & clarity: A one-page “inbox triage” SOP + a Loom explaining the rules.
  
• Ownership & prioritization: A sample weekly agenda you created with clear OKRs and blockers.
  
• Attention to detail: A travel brief (flights, constraints, vendor quotes) with rationale.
  
• Problem-solving: Before/after of a messy calendar turned into time-blocked focus zones.
  

Customer Success / Support

• Empathy & tone control: Redacted email/chat threads showing de-escalation.
  
• Process thinking: A simple playbook for onboarding or renewals, plus metrics impact.
  
• Data comfort: A churn-risk dashboard (mock is fine) with your interpretation.
  
• Adaptability: A short case on handling a product outage with real-time comms.
  

Marketing (Content / Lifecycle / Growth)

• Strategic thinking: A campaign brief with hypothesis, ICP, and channel choice.
  
• Execution: Examples of emails, posts, or landing pages with measured results.
  
• Analytical rigor: A cohort chart or funnel analysis with insights → actions.
  
• Collaboration: A content calendar with cross-functional dependencies and deadlines.
  

Finance / Junior Controller / Analyst

• Accuracy & rigor: A redacted three-statement model or variance analysis with commentary.
  
• Business acumen: A short memo: “What the numbers say, and what we should do.”
  
• Tool fluency: A clean spreadsheet (or Airtable) using checks, controls, and audit trail.
  
• Ownership: A month-end close checklist and how you cut cycle time.
  

Product / QA / Ops

• Systems thinking: A process map (FigJam/Miro) for a handoff that used to break.
  
• Detail orientation: A QA test plan with edge cases and replication steps.
  
• Bias for action: A bug triage board with prioritization logic and impact notes.
  
• Communication: Release notes or internal docs anyone can follow.
  

Designers (Product / Brand)

• Craft & rationale: A mini case study from brief → constraints → iterations → outcome.
  
• User empathy: Annotated wireframes showing how feedback changed the solution.
  
• Collab & feedback: Screens that highlight trade-offs made with PM/Eng/Marketing.
  
• Results: Before/after metrics (CTR, conversion, task success). Mock data is fine, just be clear.

3) Package your proof like a pro (fast, simple, credible)

You don’t need a fancy site. A Notion page or Google Drive folder with clear structure works.

Recommended structure (the “CARE” mini-case):

• Context: What was the goal/problem? Who was affected?
  
• Approach: What options did you consider? Why this one?
  
• Result: What happened (quant or qual)? What changed?
  
• Evidence: Link the artifact (doc, repo, screenshot, Loom).
  

Tips

• Keep each case 1–2 pages max or a 3–5 min Loom.
  
• Redact sensitive data. If needed, recreate with mock numbers.
  
• Label files clearly: Role_Competency_Deliverable_v1.pdf.
  
• Add a short index at the top: “If you only view one thing, start here.”

4) Common pitfalls (and easy fixes)

• Pitfall: Only showing outputs (pretty designs, final report).
  Fix: Include the thinking and trade-offs that got you there.
  
• Pitfall: Vague impact (“helped the team”).
  Fix: Use directional or proxy metrics (“reduced response time from ~24h to ~6h”).
  
• Pitfall: Confidentiality concerns.
  Fix: Redact; recreate with dummy data; or summarize process in a Loom.
  
• Pitfall: Laundry list portfolios.
  Fix: Curate 3–5 strong artifacts that match the target role’s competencies.

5) A quick checklist before you hit “send”

• Each artifact maps to at least one core competency
  
• There is a visible problem → decision → outcome thread
  
• Sensitive information is redacted or mocked
  
• Links are public and open fast (no permissions issues)
  
• There’s a 60-second overview at the top for busy reviewers

Bottom line: In competency-based hiring, your best “resume” is the work itself. Show us how you think, how you decide, and how you deliver, and you’ll stand out, regardless of job titles or pedigree.