Your CV is a claim. A verified candidate profile is proof.
The difference matters more than most candidates realise. Every CV says the same things: strong communicator, results-oriented, collaborative team player. None of it is verifiable. None of it is scored. None of it tells a hiring manager anything concrete about how you actually perform in the part of the process that leads to an offer — the interview itself.
A verified profile changes that. Here is how to build one.
In the context of Loopback, a verified profile means your performance data comes from real interviews, reviewed and scored by the people who conducted them — not self-reported and not fabricated. Your scores across Technical, Communication, Problem Solving, Culture Fit, and Leadership reflect how actual interviewers assessed you, not how you assess yourself.
This verification is what makes the profile useful to companies. A candidate who describes themselves as a strong system designer and a candidate whose verified feedback consistently scores Technical at 4.7/5 are presenting fundamentally different levels of evidence.
The foundation of a verified profile is the feedback you collect from interviews you've already done. Sign up to Loopback and start requesting feedback from your next rejection — or from recent ones if they're still fresh enough that the recruiter would remember you.
Every piece of feedback adds a data point. Five pieces give you early signal. Ten pieces give you a reliable picture of your strengths and where you consistently fall short. The profile becomes more valuable with each interview you go through, which means starting early matters.
Loopback allows you to collect peer references from former colleagues and managers — people who can speak to your working style, your technical depth, and how you contribute to a team. These are distinct from the traditional reference check at the end of a process. They're upfront, structured, and verifiable by companies browsing your profile before they've even contacted you.
Peer references take two minutes for the person providing them. Reach out to two or three former colleagues and ask them to leave a quick structured reference on your Loopback profile. Most people are happy to help when the ask is that specific and that low-effort.
Once you can see your scores across dimensions, you know exactly where to focus your preparation. If your Technical score is consistently lower than your Communication score, you know where to invest practice time before your next interview. This is more valuable than a generic interview prep course, because it is based on how you specifically performed in real conditions.
Use this feedback loop actively. After every interview, request feedback. Review your scores. Adjust your prep. Your profile should get stronger with every interview you do, regardless of whether you get the offer.
Companies browse Loopback's talent marketplace looking for candidates who match specific criteria: role type, skill set, feedback score, and recency of interview activity. Keeping your profile active — meaning you're interviewing regularly and collecting feedback — makes you visible to companies actively hiring.
Your profile is free to build and visible to any company on the platform. The candidates who get inbound interest are not always the ones with the strongest scores. They are the ones with the most evidence — consistent feedback across multiple interviews that gives hiring teams enough signal to act on.