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For candidates

Show your work.
Keep the receipts.

You've been invited to a Pairpath evaluation. That means real work, weekly check-ins, fair pay, and an evidence record that's yours forever — whether you get the job or not.

Paid · Portable · Same rubric for every candidate

See what's involved Honest answers
TS
Your evaluation
Sales Manager · Acme
Day 88 of 90
What you've done
✓9 discovery calls with real prospects · 6 advanced
✓Forecast came in within 8% across 3 cycles
✓Coached the SDR through 3 outbound revisions
Submitted 12 weekly check-ins · all logged
MR
Your evaluation
Senior Engineer · Northwind
Week 5 of 13
This week's focus
✓Shipped the payments retry behavior
✓Logged your check-in · 3 days ago
·On-call rotation starts Friday
On cadence $1,800 stipend · paid weekly
SC
Your evaluation
Senior PM · Modulo
Week 8 of 13
Coming up
✓Led the Q3 operating review
✓Drafted FY27 plan with eng + sales
·Check-in due Friday · 5pm local
Week 8 check-in open Submit by Friday
DP
Your record
Product Designer · Portable
Completed
In your portfolio
✓Onboarding flow · spec to ship in 2 weeks
✓4 usability sessions · documented notes
✓2 components shipped to design system
Record is yours Download · share · reuse
Three things you should know first

An evaluation isn't a take-home. It's the job, scoped.

Paid.
Every evaluation comes with a stipend at the standard market rate for the role and your locale. Stipends are billed at cost to the hiring company.
No exposure work. Ever.
Portable.
Whatever happens, the record of your work is yours. Take it to your next interview. Show it as a portfolio of validated experience.
Yours · forever · no expiration
Fair.
The same rubric grades every candidate for a given role. No favorites, no gut feel, no surprise interview panel that ran long that day.
Same questions · different work
What you're being asked to do

An interview tests how you pitch. An evaluation tests how you work.

Pick the role you're interviewing for. On the left, what an interview asks you to do. On the right, what an evaluation actually puts in front of you.

In the interview
"Walk us through your top three deals from memory."
Performance-graded. From memory. Under pressure. By whoever's free that day.
In the evaluation
Here's what they actually ask of you, over weeks — paid, scoped.
From invitation to decision

What actually happens, step by step.

Same structure for every candidate. You always know where you are, what's expected next, and what's being evaluated. No surprises, no moving goalposts.

You've been invited
Senior Account Executive · Acme · 90-day evaluation
Stipend
$2,200 / week · billed at cost to Acme
Time commitment
~10–12 hours / week
Length
90 days · 12 check-ins
Focus areas
4 · published upfront
Your focus areas
Same for every candidate · published at kickoff
Run live discovery calls with real prospects
Real calls, on real pipeline. Your work is reviewed alongside the company's own AEs for context.
Build a target account list
40 accounts with reasoning. Your selection logic is what's being evaluated, not the volume.
Forecast the quarter accurately
Two months of pipeline calls. Variance against actual close — graded by precision, not optimism.
Coach an SDR through one outbound revision
Real SDR, real campaign. Clarity of your feedback is the rubric — not whether they take it.
Week 6 check-in
"Run live discovery calls" · Your weekly log
Weeks
How did this week go?
Your note: Ran 3 discovery calls. Framework was crisp on the first two — drifted into demo too fast on the third. Reset with clean next-step framing. Asking for a co-listen on call 4 next week.
From Acme: Saw the same pattern. Call 3 recovered well — good instinct. Co-listen booked for Tuesday.
Your evaluation record
Acme · Senior AE · Complete · Yours to keep
Hired
Run live discovery calls
Strong · 11/12 weeks
Build target account list
Strong · published artifact
Forecast accurately
Within 8% · 3/3 cycles
Coach an SDR
Mixed · 1 strong, 1 surface
This record is yours. Download it as a PDF. Share a link. Show it in your next interview. Hired or not — you keep it.
Your work is your asset

The record is yours. Not theirs.

Every evaluation produces a complete record — every focus area, every check-in, every artifact, every reflection. It belongs to you.

  • 01
    Hired or not, you keep it.

    The record doesn't disappear if you don't get the offer. It's yours — downloadable, shareable, reusable.

  • 02
    Show your next interviewer something real.

    Stop pitching the work. Show it. A Pairpath record is concrete evidence of how you actually operate, week by week.

  • 03
    We don't sell or share it.

    Only the company that invited you sees your record. We don't sell candidate data, syndicate scores, or surface you to other employers without your explicit consent.

  • 04
    You can delete it anytime.

    One click removes your record from our systems. We keep audit logs for legal compliance, but the work itself is gone when you say so.

Your Pairpath portfolio
3 evaluations · 2 hires · 1 portable record
Acme · Senior AE
Apr 2026 · 90 days
Hired
Northwind · AE
Nov 2025 · 60 days
Closed · not hired
Modulo · Sales Manager
Jun 2025 · 90 days
Hired

All three records — full evidence, week by week — stay in your portfolio whether the role worked out or not.

If you're currently employed

Strong candidates almost always have a current job. We designed for that.

~10 hrs
Weekly time commitment
Focus areas are scoped to fit evenings and weekends. Most candidates spend 8–12 hours a week on evaluation work.
30 / 60 / 90
Three length options
You and the hiring company agree on length upfront. Shorter is fine when both sides want a faster read.
Discretion
Built in by default
Your evaluation isn't visible to anyone outside the hiring company. No employer broadcasts, no LinkedIn surfacing, no public profile.
No penalty
If you have to pause
Life happens. Evaluations can pause for one week without notice, longer with a conversation. Your record reflects what actually happened.
Things candidates ask

Honest answers to fair questions.

No. Every evaluation is paid at the standard market rate for the role and your locale. Stipends are weekly, sent regardless of outcome, and billed by Pairpath at cost to the hiring company. If a company can't fund a real stipend, they can't run a Pairpath evaluation — that's a structural rule, not a guideline.
Sometimes yes, sometimes no — same as any hiring process. What's different here is what happens if no: you get a clear explanation tied to the rubric and the evidence, not a vague "we went with another candidate." You also keep the full record of your work, which most candidates find more valuable than another bullet point on a résumé.
Yes. Evaluations are designed to fit alongside current employment — focus areas are scoped to a weekly cadence that typically runs 8–12 hours, and most candidates complete the work in evenings and weekends. If your role demands more, you and the hiring company can agree on a 30 or 60 day evaluation, or work out a transition window with your current employer. Your evaluation is never visible outside the hiring company.
You were paid for the work — that's the first answer. You also keep the full evaluation record, which is something most rejected candidates have never had before. A Pairpath record is concrete proof of how you operate week to week, which carries weight in your next interview that a résumé cannot. Several candidates have used non-hire records to land roles elsewhere by showing the receipts of what they actually did.
The rule is transparency, not abstinence. If you'd use a tool on the job, use it during the evaluation — but log it. Hiring companies care more about whether you can deploy tools effectively than whether you can perform without them. What's not allowed is misrepresentation: claiming work you didn't do, or using tools you wouldn't disclose to a future employer. Honest disclosure is judged neutral to positive; misrepresentation ends the evaluation.
Only the hiring company that invited you and you. We don't sell candidate data, syndicate scores to other employers, or surface your record to anyone without your explicit consent. If you share the record yourself — in a future interview, on a portfolio — that's your call. You can also delete your record from our systems at any time.
Raise it at kickoff. Focus areas are negotiable when they create a real conflict with your current job — substitutions are common and don't penalize you. What you cannot do is bring confidential work from your current employer into the evaluation. The point is to show how you'd work in the new role, on the new company's actual problems.

Got an invitation? Here's where you start.

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