It's time to rethink hiring

Today, the vast majority of companies are using the wrong approach to identify talent. They rely on a hiring process that starts by first looking at a candidate's credentials, and after screening out people without impressive enough credentials, companies try to determine the candidate's capabilities from a series of phone screens, interviews, on-sites, and assorted other activities. At the end, after much time and money has been spent on this process, companies often find that the candidates they end up with may check a lot of boxes, but aren't really that impressive or capable.

The flaw in this approach is that no amount of credentials proves a candidate can actually do the job you're hiring them for. The only way to know that for sure is to have the candidate do something to prove they have the right skills and are the right fit for your team.

But how?

Enter Varsidee.

Hiring Should be a Meritocracy.
Now it can be!

Varsidee is software that lets talented professionals demonstrate their professional talent

Using Varsidee, employers can create job Tryouts for any kind of job—marketing, sales, engineering, product design, customer service, etc—that let candidates demonstrate their capability to do the job as the first step in the hiring process.

This approach is better in every way imaginable, but to say it briefly:


Get a chance to show what they can do


Get a chance to see what candidates can do

It’s that simple.

Founding Team

Trevor Goss
Eric Brancaccio
Mike O’Horo
VP Customers
Alan Shapiro
VP Sales

Built in SF

Why Call it Varsidee?

Varsidee is a clever misspelling of the word “varsity”—a term used to identify the starting team in a sport at a high school, college or university. In order to become a member of the varsity team, athletes are required to try out. Those who prove themselves to be the most talented and capable during tryouts are ultimately selected for the team by the coach. 

While our company doesn’t have anything to do with sports per se, we thought the backdrop of athletic competition offered the purest example of what we believe ought to be true about hiring: That a candidate should be considered for a job not based on credentials but based on merit. More than any other activity, sports represents a basis for selecting team members that truly is based on capability and performance. Coaches don’t tend to care much about credentials, resumes, or past experience, and they generally aren’t biased or prejudicial either. Most coaches adhere to the thinking that “if you can play, you can play,” and smart coaches know that they can find talented people anywhere, if only they give those people a chance to demonstrate how talented they are. 

While many people readily agree with that idea of meritocracy in hiring from an intellectual point of view, the reality is that few companies do much to practice it. Too often, “meritocracy” is simply a buzzword that gets thrown around, rather than a foundation of their hiring ethos and practices.

The reason this company exists is to change that, and we thought one of the best ways to keep this idea in front of our users and ourselves is to make it the name of the company. So there you have it. 

My hope is you’ll come to see this name and what it stands for in the same light that we do. It’s not just a catchy idea to us. It’s not just a Silicon Valley cliche. It’s something deeply personal and heartfelt. It’s something that matters. It’s something we believe in our bones. It’s something that defines the very ethos of our team and the product we’re building: That a person’s capability is more important than their credentials. 

So, I suppose it’s only fitting that this idea we hold so dear is perhaps best understood through the lens of a sports metaphor: our goal is not that everyone who wants to gets to hit a home run. Our goal is that everyone gets an at-bat. What they do with that at-bat is up to them. That they get an at-bat is up to us.

Trevor Goss