iiinova — where your digital self keeps evolving

Open HR @open-hr.work · 27/02/2026

The finding is well-established: When people know their feedback is anonymous, they're more honest. More specific. More useful. This has been studied in workplace assessments for 40+ years. We didn't discover this. We just built a system that actually uses it.

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Open HR @open-hr.work · 26/02/2026

There's safety in numbers — for everyone. For references: your individual voice blends into the chorus. For candidates: one harsh critic can't tank your profile. For employers: they see consensus, not cherry-picked praise. Multi-source feedback isn't just thorough. It's fair.

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Open HR @open-hr.work · 25/02/2026

Workers shouldn’t have to rent access to their own professional reputation. That realisation changed how we price RefScore — and we want to be honest about exactly why. A thread.

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Open HR @open-hr.work · 25/02/2026

Your RefScore shows you patterns — not surveillance. You'll learn that multiple people noticed your communication skills. You won't learn which specific person said what. This isn't about hiding information. It's about showing you what matters: consistent signals about how you work.

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Open HR @open-hr.work · 24/02/2026

If you're asked to be a reference through RefScore, here's what happens to your feedback: Your answers combine with feedback from other people. The candidate sees patterns — not quotes. Your individual response stays private. You can be honest without risking the relationship.

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Open HR @open-hr.work · 23/02/2026

Here's the problem with traditional references: The person giving feedback knows their words might get back to the candidate. So they hedge. They soften. They say "great team player" when they mean "struggled with deadlines." Anonymity isn't just privacy — it's permission to be honest.

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Open HR @open-hr.work · 20/02/2026

Work looks different in every job. Attention to detail for a nurse means something different than for a graphic designer. RefScore adapts questions to the work you actually did — not some generic template.

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Open HR @open-hr.work · 19/02/2026

We respect your references' time. The questionnaire takes about 10 minutes — focused questions, no padding. Because asking for 45 minutes of someone's day is asking too much.

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Open HR @open-hr.work · 18/02/2026

The research on measuring workplace behavior is decades old. We're not pioneers — we're practitioners. RefScore takes what scientists already proved works and makes it accessible to everyone, not just corporations.

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Open HR @open-hr.work · 17/02/2026

Here's something most reference systems get wrong: they ask everyone the same questions. But your peer can't rate your leadership if they never reported to you. We match questions to relationships — because guesswork isn't feedback.

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Open HR @open-hr.work · 17/02/2026

Status Update: We’ve completed the majority of our live testing. You should be able to access our web platform application. Please let us know if you encounter any problems or issues. Again, thank you for your patience and understanding.

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Open HR @open-hr.work · 16/02/2026

When someone vouches for your work, their vantage point matters. A former manager saw your deadlines. A colleague saw your collaboration. A client saw your service. We don't flatten these into one voice — we listen to all of them.

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Open HR @open-hr.work · 14/02/2026

Hello everyone. The root causes of our issues have been resolved. However, our in-person testing uncovered half of our code wasn’t been implemented. We’re working on this issue now. We are aiming to work through the weekend and have everything set for Monday. Thanks, again, for your patience.

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Open HR @open-hr.work · 13/02/2026

Hello everyone. We want to thank you for your patience as we work to diagnose and remedy the issues (plural!) with our web platform. We've ID'd them and are currently performing final remediations and testing. You are all so, so appreciated. Please standby for the all-clear.

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Open HR @open-hr.work · 13/02/2026

We’ve discovered multiple issues accessing our platform. We’re working on ID’ing the root causes and fixing them comprehensively. Appreciate your patience and will keep you updated.

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Reposted by Open HR

Open HR @open-hr.work · 01/02/2026

The pilot is live. 100 people across Europe can now join Open HR and help us build something fairer — a world where your work reputation belongs to you. €60/year, locked forever as a thank you. We're doing this together. youtu.be/tpvURYgpf3c

youtube.com

The Pilot is Live - 100 Slots, €60/Year Forever

The pilot is live. 100 slots. €60/year locked forever. After 72 hours of debugging and questioning everything, the Open HR website is finally ready — and we'...

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Open HR @open-hr.work · 12/02/2026

In Jan. ‘26, more layoffs were announced in the US than Jan. ‘09. AMZN. UPS. INTL. VRZN. HNKN. The list keeps growing. Those workers will start over — but the proof of their skills is locked inside the co. that let them go. Your work reputation should belong to you. That's what we're building.

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Open HR @open-hr.work · 12/02/2026

Your work reputation should belong to you — and now it can, from anywhere in the world. Our web platform is live. We’re still in pilot, which means €60/year locked in for life. Android and iOS apps are coming next month. This is just the beginning.

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Open HR @open-hr.work · 11/02/2026

6,000 people at Heineken just learned their jobs are ending — at a company that made €1.9B profit last year. They'll need to prove their skills to new employers. But that proof lives inside the company that just let them go. Your work reputation should belong to you.

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Open HR @open-hr.work · 08/02/2026

Ask me anything about Open HR. How does RefScore work? Why France? What's taking so long? Why should you care? I'll answer everything I can. Building in public means answering the hard questions too.

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Open HR @open-hr.work · 04/02/2026

Q2 2026. Open HR launches. Early access means: • Be first to build your verified professional profile • Founding member pricing (locked forever) • Direct input on what we build If your work deserves proof, join early. open-hr.work

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Open HR @open-hr.work · 02/02/2026

The whole premise of RefScore: Humans validate humans. Your supervisor knows if you're reliable. Your colleague knows if you collaborate well. Your client knows if you deliver. We give them structured questions. They give honest answers. You get verified proof. No algorithm required.

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Open HR @open-hr.work · 01/02/2026

youtube.com

The Pilot is Live - 100 Slots, €60/Year Forever

The pilot is live. 100 slots. €60/year locked forever. After 72 hours of debugging and questioning everything, the Open HR website is finally ready — and we'...

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Reposted by Open HR

Johnathen Evans-Guilbault @johnathenfevans.bsky.social · 31/01/2026

Something that keeps me up: The gig worker whose platform doesn't issue references. The freelancer whose clients vanished. The career changer starting fresh. The person whose company closed. All real work. All invisible to the next hiring manager. RefScore is for them.

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Open HR @open-hr.work · 01/02/2026

Your first job should count for something. Not just "worked at X for Y months." But real feedback: "Reliable. Quick learner. Handled pressure well." With RefScore, your first supv’s feedback becomes verified proof you can use in every job application after. Your career shouldn't start from 0.

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Open HR @open-hr.work · 31/01/2026

Think about who has no proof of their work: Gig workers whose platforms don't issue references. Freelancers whose clients ghost after projects. Career changers starting fresh in new fields. Anyone whose employer went under. All real work. All invisible to hiring systems. RefScore changes that.

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Open HR @open-hr.work · 30/01/2026

20,000 Bosch workers in Germany. 16,000 at Amazon. Same problem: your reputation stays locked inside the company that let you go. We're building Open HR because your work history should belong to you. www.politico.eu/article/bos...

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Open HR @open-hr.work · 30/01/2026

Women are 24.2 percentage points less likely to be in the labor force than men. That gap hasn't narrowed in years. Part of the problem: existing systems don't capture contributions equally. We're building RefScore with fairness monitoring from day one. Not as an afterthought.

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Open HR @open-hr.work · 28/01/2026

Here's something that surprised me: Economic transformation — workers moving into better jobs — has *slowed* despite more education than ever. The credential system is failing. Not because educ. is bad. Because employers can't see what you're actually capable of. RefScore changes that equation.

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Open HR @open-hr.work · 28/01/2026

16,000 people are losing their Amazon jobs today. The hardest part isn't the job search. It's that years of earned trust—from teammates, managers, peers—stays locked behind corporate walls. We believe your reputation belongs to you. That's what "RH pour tous" means.

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Open HR @open-hr.work · 26/01/2026

A decade in U.S. federal HR. DHS. Army. HUD. Treasury. I learned: The hiring system isn't biased b/c people are bad. It's biased b/c the infrastructure assumes equal starting points. People w/o credentials, w/o networks, w/o referrals — they're invisible to the system. That's what we're fixing.

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Open HR @open-hr.work · 25/01/2026

RefScore isn't for executives with LinkedIn endorsements from 500 connections. It's for the entry-level worker whose great attitude doesn't show on paper. The career changer whose transferable skills are invisible to algorithms. The overlooked. The underestimated.

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Open HR @open-hr.work · 24/01/2026

No, we're not using AI to rate workers. Professional reputation isn't a pattern recognition problem. It's a trust problem. The only way to know if someone's reliable, collaborative, or skilled is to ask people who actually worked with them. That's what RefScore does. Humans validating humans.

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Open HR @open-hr.work · 23/01/2026

One decision we made early at Open HR: Your data never leaves the EU. Not because GDPR forced us. Because employment records deserve the same protection as medical records. If we're asking people to trust us with their career history, we have to earn that trust with infrastructure, not promises.

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Open HR @open-hr.work · 22/01/2026

What if your next job application came with proof—not promises? Not "references available upon request." Actual verified feedback from supervisors, peers, and clients who've seen your work firsthand. That's what we're building. Your reputation, portable.

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Open HR @open-hr.work · 21/01/2026

257M young people globally are locked out of quality employment. Not b/c they lack skills. B/c there's no way to prove what they can do. Education credentials aren't enough anymore. The ILO says so. What if your capabilities — not your certificates — opened doors? That's what we're building.

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Open HR @open-hr.work · 18/01/2026

We chose France deliberately. Not just because it's home—because French labor law treats workers as humans with rights, not resources to optimize. If you're building tools for workers, build them somewhere that respects workers. That's the foundation we wanted.

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Open HR @open-hr.work · 16/01/2026

Career credentials shouldn't depend on who you know. A barista in Bordeaux and a barista in Brooklyn do the same work. But one might have connections that open doors. The other doesn't. We're building something that makes your work speak for itself—regardless of network.

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Open HR @open-hr.work · 13/01/2026

Hello, Bluesky. We're Open HR. We're building tools that help workers prove their experience is real — not just words on a CV. Based in Bordeaux, France. Pre-launch. Here to share the journey and meet people who care about fairer hiring.

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