Beyond CVs.
Beyond interview-led hiring.
Hire from proof.
MyNeuroPass turns real experience into trusted Skills Passports and Role-Fit Proof Packs, helping neurodivergent people and anyone underserved by traditional hiring show what they can actually do.
Meet your NeuroPass.
Not a profile. A passport.
One card. Your verified skills, evidence and proof level — in your pocket, in your bio, on your CV, on a lanyard at a fair. Owned by you. Trusted by employers. Built to be shared.
See a real Skills Passport.
No signup. No fluff.
Tap through a working Proof Pack. This is exactly what employers see when they scan a candidate's QR — anonymous by default, evidence-first, outcome-tracked.
- Blind-by-default — identity is masked until reveal is justified.
- Every skill is backed by uploaded artifacts.
- Outcome Ledger tracks hires & 6-month retention.
The old way vs. the MyNeuroPass way
Interview-led hiring
- ✕CV screening rewards keywords, not skill
- ✕Panel interviews favour confidence over competence
- ✕Competency tests and psychometric filters add bias, not signal
- ✕Repeated screening rounds exhaust candidates and employers
- ✕Neurodivergent and underserved talent filtered out at step one
- ✕No record of why a hire succeeded or failed
Proof-led hiring
- ✓Evidence-backed skills, ready to review
- ✓Blind-by-default — identity revealed on merit
- ✓Target: under 14 days from match to hire decision
- ✓Audit trail on every reveal and decision
- ✓Neurodivergent-first by design — everyone benefits
- ✓Outcome Ledger proves retention, not just hires
Organisations across Ireland, the UK and beyond are exploring a proof-based hiring culture with MyNeuroPass. When we secure formal partnerships, they will appear here.
A different way to judge fit. From evidence.
Not incremental improvements. These are the design choices that make proof-led hiring possible.
Scan-to-open Skills Passport
One QR opens a verified profile — skills, evidence, and outcomes in a single view. Useful at careers fairs, on a CV, or in a LinkedIn bio.
Evidence over self-report
Skills are backed by uploaded work, endorsements, and verified outcomes — not just a list someone typed about themselves.
Skills graph aligned to a recognised European taxonomy
Built on a recognised European skills taxonomy. Internationally legible — your evidence speaks the same language as labour markets across Europe.
Working-style signal from real work
How members structure, iterate and deliver their evidence becomes part of the picture — shown through real work, not a personality quiz.
Grant awareness inside the hiring flow
We surface relevant inclusion supports and funding schemes employers often miss — for neurodivergent and disability-inclusive hires.
Blind-by-default hiring with audited reveals
Identity is hidden by default. Every reveal is logged with a reason. Bias becomes a recorded event, not an invisible one.
Public Outcome Ledger of real hires
Not pledges. The receipts: who was hired on proof, and who is still in role at 6 and 12 months. Permanent and public.
Inclusive hiring has supports worth claiming.
MyNeuroPass can help employers identify relevant inclusion supports, workplace adjustments and funding pathways where available.
Eligibility, value and process vary by role, region and scheme. We point you to the right pathway — not financial advice; practical guidance.
Built on a recognised European skills taxonomy — internationally legible.
Every skill on a MyNeuroPass passport maps to a recognised European competency framework, so your evidence speaks the same language as employers across Europe.
Passports are issued as W3C Verifiable Credentials — cryptographically signed, audit-ready, and recognised by enterprise and government verifiers.
Proof-led, accessible, auditable hiring isn't a nice-to-have. It's becoming a legal requirement.
Algorithmic hiring is now a high-risk category with transparency, oversight and audit obligations. MyNeuroPass is built around recorded human decisions on real evidence — not opaque scoring.
Digital hiring journeys must be accessible by design. Blind-by-default passports, structured evidence and accommodation-aware flows are accessibility-first from the ground up.
Large employers must report measurable diversity and inclusion outcomes. The Public Outcome Ledger turns hires and retention into auditable, exportable evidence.
An empty chair is better than the wrong person in it.
The best builders already know this. The entire recruitment industry — every ATS, every job board — is built to fill the seat fast. That is the wrong metric. It produces wrong hires, broken teams and expensive churn.
MyNeuroPass makes patient hiring practical. A verified skills graph and real evidence tell you what someone has actually done — before you commit. You are not waiting in hope. You are waiting with visibility.
What does a wrong hire actually cost?
Illustrative estimate only. Actual hiring costs vary by role, organisation and context.
A public hiring receipt. For outcomes, not promises.
Every hire made on MyNeuroPass is recorded — and 6-month retention is reported back to the world. Not pledges. Not intentions. Receipts. This is the metric the recruitment industry has hidden for fifty years.
The future hires on proof.
Not on performance.
For a century, hiring has mistaken confidence for competence, charisma for capability, and a well-told story for a well-done job. That ends now.
MyNeuroPass is built on evidence you can scan. One QR. Verified work. Real outcomes. Owned by the candidate. Trusted by the employer.
One QR. Real evidence. Clearer hiring decisions.
At careers fairs, conferences or on a LinkedIn bio — a single QR opens a verified skills graph, real work evidence and recorded outcomes. Less guesswork. Fewer assumptions.
- Verified skill graph
- Evidence-backed portfolio
- Blind identity by default
Talent is everywhere. Opportunity is not.
MyNeuroPass is built for everyone the traditional process doesn't work for — and for employers ready to move beyond interview-led hiring.
Neurodivergent professionals
Show what you can do, not how well you perform in rooms designed for extroverts.
Career switchers
Transferable skills become a verified graph. Proof beats job titles.
Founders & builders
Shipped work, product evidence, and founder grit — all in one passport.
Returners & graduates
Projects, volunteering, and self-taught proof count as real experience.
Built by someone who knows what interviews can miss.
I am autistic and dyslexic. For years, the hiring process often felt as though it was measuring confidence, speed, eye contact and performance under pressure — not the work I could actually deliver.
I had built systems, shipped national-scale projects and solved complex problems, yet too often the interview became the filter, rather than the evidence.
Alongside my professional journey, I helped care for my mother through more than 23 years of Parkinson’s disease. During that time, I studied, worked, built, adapted and kept going. That experience taught me that some of the most valuable qualities a person can bring — resilience, focus, systems thinking, loyalty, persistence and the ability to deliver under pressure — are often the hardest to capture in a CV or a short interview.
Some employers saw past the surface and gave me the chance to prove what I could do. Those chances changed everything.
MyNeuroPass exists to make that kind of opportunity more normal — not exceptional.
It is built for neurodivergent people, and for anyone the traditional hiring process does not serve well. It helps people turn real experience, projects, qualifications and work samples into a trusted Proof Passport, so employers can understand capability through evidence, not interview performance alone.
Proof over performance. Evidence over assumptions. Capability over polish.
Get your Skills Passport.
Carry your proof anywhere.
A single QR on your phone. Recruiters scan at events, conferences, careers fairs — and see verified skills, evidence, and outcomes in seconds.