The Signal Gap: Why Hiring Needs Better Proof of What People Can Do

Last week I wrote about the signal gap: the chasm between what people can do and what employers actually have proof of. It's a problem I've lived personally, and one I've watched play out across every layer of the workforce, from classrooms to corporate boardrooms.

But identifying the gap is only the beginning. The real work is building what comes next.

This isn't just practitioner intuition. Over the past year, I've conducted extensive research with industry leaders, educators, and researchers across emerging sectors like the space economy. Through interviews with 17 Space Economy Advocates and systematic analysis of verification challenges, a clear pattern emerged: the problem isn't talent scarcity. It's the absence of trusted capability verification.

At Work Ready Partners, we believe the future of hiring depends on something most companies don't even realize they need: a verification layer. Not another credential or digital badge. Not a new platform to manage. A real, practical layer of proof that helps employers stop guessing and start hiring based on demonstrated capability.

My research validates what forward-thinking employers already suspect: the challenge isn't a traditional "skills gap" but what researcher Peter Cappelli calls a "skills mismatch." Students often have more education than jobs require, but employers lack reliable ways to verify relevant capabilities. This mismatch costs companies both time and talent.

Talent Isn't the Problem, the Signal Is.

Every hiring manager I talk to expresses some version of the same frustration: "We're drowning in applications but starving for talent."

That statement only makes sense if you believe résumés are reliable signals of performance. They're not.

The real issue isn't talent scarcity. It's signal clarity. What's missing is a reliable way for employers to see what people can actually do before they hire them.

This affects more than just new graduates. Mid-career professionals pivoting industries face the same challenge. Veterans transitioning to civilian careers. Parents returning to work after raising children. The common barrier isn't competence. It's clear signal of competence.

Work Ready Signal: Built for Employers Ready to Move Beyond Guesswork

That's precisely why we created Work Ready Signal: a six-week, employer-funded Talent Sprint designed to surface hiring-ready candidates who've already demonstrated their abilities.

The process starts with a straightforward question: What real business challenge could a skilled newcomer help you solve?

From there, we collaborate with the employer to design a focused project aligned with actual industry needs. Not theoretical case studies or academic exercises. Students work in teams to deliver tangible results. Their performance is evaluated using assessment criteria we develop jointly with the employer. Instead of submitting a résumé, each finalist receives a one-page Verification Summary: a clear, evidence-based profile of their capabilities and work approach.

This approach draws from my research on effective verification systems across emerging industries. Through systematic analysis of what employers actually need, I've identified five critical elements that make verification meaningful: storytelling that humanizes outcomes, project-based learning that demonstrates real capability, advanced technology integration that mirrors workplace reality, collaborative problem-solving, and intentional equity to ensure diverse talent access.

The value proposition for employers is direct: You don't need to post traditional job listings. You don't have to filter through hundreds of résumés. You receive a curated list of proven candidates quickly.

No new software to learn. No additional friction. Just clear signal.

This Is Infrastructure

Let me clarify what we're not attempting to build. This isn't a credentialing system. It's not a comprehensive learning record platform. We're not trying to replace academic transcripts or professional certifications. Work Ready Signal operates where employers make decisions—in the practical reality of hiring choices. This is frontline verification infrastructure. It's designed for managers who are tired of uncertainty and companies that want faster, more equitable, more confident hiring processes, particularly for early-career positions. We're not positioning ourselves as a system of record. We're building a system of readiness.

What We're Actually Building Is Proof

The goal is that every project we run uses a consistent evaluation framework based on four core dimensions: relevance, mastery, communication, and collaboration. This framework tells a coherent story about candidate capabilities through demonstrated performance.

My research revealed that employers need what I call "future-ready competencies:” computational thinking, systems thinking, design thinking, and data literacy. As one industry leader told me: "We're not just preparing people for today's jobs; we're preparing them for jobs that don't even exist yet."

This insight drives our verification process. We assess how people learn, adapt, and apply knowledge to solve novel problems. Over time, the data from these engagements will inform broader talent recognition strategies.

The real value isn't technological; it's the evidence-based confidence it creates. My research confirms what NASA has long known: "Diversity is a key driver of innovation." But achieving this requires moving beyond traditional filters that screen out qualified candidates from underrepresented backgrounds.

The Urgency Is Real and Growing

This isn't just an education problem or a nice-to-have innovation. In my interviews with industry leaders across emerging sectors, I heard consistent urgency about talent verification challenges. One space economy executive captured the stakes perfectly: "The [emerging economy] is here...if you want to lose it the same way companies lost mobile, you can continue doing what you are doing."

That same urgency applies across industries experiencing rapid transformation. From renewable energy to biotech to advanced manufacturing. Companies that figure out how to identify and verify relevant capability will have a decisive advantage in securing talent. Those that don't will be left guessing.

This urgency is what drives our focus on implementation over theory. We're not trying to solve every verification challenge at once. We're building practical systems that work today while establishing patterns that can scale tomorrow.

We're launching our initial pilots this fall in San Diego, working directly with local educators, community colleges, and forward-thinking companies who want to participate in building something better—something faster, clearer, and more equitable.

If you're an employer frustrated with conventional hiring pipelines and interested in accessing talent you'd never discover through traditional résumé screening, let's have a conversation.

This isn't theoretical. It's not a platform waiting for widespread adoption. This is a ready-to-implement system that delivers qualified, work-ready candidates backed by concrete evidence.

Moving Forward

I founded Work Ready Partners because I believe hiring can be fundamentally better. Not just more efficient, but more honest, more human, and more equitable.

My research confirms what many of us suspected: we already have the talent we need. What we're missing is the infrastructure to validate and showcase it effectively.

Work Ready Signal's Talent Sprints are our starting point. We're proving verification works at project scale while building toward broader infrastructure. Each sprint generates data, refines our methodology, and demonstrates to employers what evidence-based hiring looks like.

This approach isn't designed for everyone. But for employers ready to move beyond guesswork, this is how we start building the verification layer you'll eventually need. If you want to learn more, I would like to invite you to fill out the interest form here