Skild has a been the market leader in online challenges since 2003. Forward-thinking companies like AT&T, GE, and Royal Bank of Canada have used our platform to source and on-board great talent. We have witnessed how challenge-based recruiting can quickly elevate the most motivated talent and help them become noticed where standard applicant intake methods fail. Leveraging our experience, Skild can help you quickly integrate a challenge into your standard job posting and capture the imagination and skills of candidates that you want to find and hire. Let us help you today. Contact Chris Marshall or Anil Rathi to learn more about how we work and what we are all about: chris@skild.com, anil@skild.com

1. Challenge-based Recruiting
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2. What We Do & Why
• What we do:
• Easily integrate "thoughtful" competitions that
engage high performers
• Level the recruiting playing field
• Why challenge-based recruiting:
• Weed out the weak candidates
• Opportunity to show, not just tell
• For Employer: challenge response = PROOF POINT
• For Candidate: sport their skills
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3. 10 years in the making
100+ challenges
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4. Challenge Types
What Who Outcome
Recruit Talent Hire Best Talent, Faster
Innovate Employees Driving Action
Train Employees Learning by Doing
Applaud Any Recognize Excellence
Educate Customers Hold Attention
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5. Case Study
Meaningful How might we help Canadians
Challenge achieve financial security?
A Major
Canadian 100 serious 1 out of 3 participants applied
Financial applicants
Institution
14 interviews
3 hires
3 hires
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6. A Current Job Post
“build trusted relationships”
- sounds like a soft-skill.
“negotiation & problem solving skills”
- how will you really know this
without a test?
“executive communication”
- would like to see that in action.
“Required Sales Competencies”
- use a challenge and have
candidates demonstrate these
competencies for the job, not
use someone else’s work. “strong presentation skills...”
- how about in a quick turn-
around?
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7. How do you engage the
high performer?
“Strong Drive to Win”
“negotiation & problem
solving skills” “build trusted relationships”
“executive communication” “strong presentation skills...”
“Team Leadership”
High performers seek
interesting, meaningful work.
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8. Why not offer a chance to
make a difference?
Challenge Based Recruiting:
Show us what you’ve got.
We are looking for an Enterprise Sales team leader who
builds long term value-based relationships. You should
be a great communicator with a sensitivity to the
corporate vision AND strategy.
We love the Bread Foundation. They have a challenge
and we’d like you to enter it.
http://skild.breadfoundation.com
Challenge the recruit to perform Add the Challenge Widget in the
& align with NGO partner values job post.
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9. Or why not give them
opportunity to innovate?
Challenge Based Recruiting:
Show us what you’ve got:
We are looking for an Enterprise Sales team leader who
builds long term value-based relationships. You should
be a great communicator with a sensitivity to the
corporate vision AND strategy.
We face major competition from technology companies
all over the world. You have a chance to pitch a Fortune
500 company on our enterprise suite of products. First
you need buy-in from product VPs that you are the right
sales team leader for the job. Let’s see it.
Challenge the recruit to sport Add the Challenge Widget in the
their sales drive on an existing product job post.
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10. How it works
Existing Job Posts Job Challenge Challenge Page
2
min
Assignment: 3 sentences or less
then finalists are asked for
2 min screencast pitch
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11. Want to learn more?
Christopher Marshall Anil K. Rathi
Director, Innovation Challenges CEO & Founder,
e: chris@skild.com Skild
t: 323-218-4479 e: anil@skild.com
www.skild.com t: 310-463-3260
www.skild.com
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