Matching now
Customer Experience Lead
Philippines · Remote
$9–16/hr
21 seen this weekApply ↗
For global talent
Get seen for
Get seen for
what you can
actually do.
No five rounds of interviews. No personality test from 1973. You do the work once, in conditions that mirror the real job — and we put that work in front of the client.
Three steps to get past the gate. Three more to bring you in.
Matching now
Live · updated this week
Maya Santos
Senior Ops Lead · Remote
Exceptional match
Fit verified · Day One™ reviewed
CapabilityExceptional
Work styleStrong
CommunicationExcellent
AvailabilityStrong
Executive AssistantsMarketingCustomer ExperienceFinance OpsSales DevelopmentOperationsData & ReportingExecutive AssistantsMarketingCustomer ExperienceFinance OpsSales DevelopmentOperationsData & Reporting
98%
of placements still in seat at six months
No theater
no five rounds, no 1960s personality test
Day One™
judged on real work, not how you interview
Remote
Global via Philippines, Latin America and more
Open roles
Real roles, matching right now.
Open
Executive Assistant
Manila · Remote
$9–16/hr
18 seen this weekApply ↗
Open
Operations Manager
LatAm · Remote
$12–22/hr
9 seen this weekApply ↗
Open
Paid Media Specialist
Remote
$10–18/hr
14 seen this weekApply ↗
Open
Full-Stack Developer
Remote
$18–35/hr
7 seen this weekApply ↗
Open
Content & Social Strategist
Remote
$9–17/hr
12 seen this weekApply ↗
Open
Bookkeeper / Finance Ops
Remote
$10–18/hr
6 seen this weekApply ↗
Open
Sales Development Rep
LatAm · Remote
$8–15/hr + commission
11 seen this weekApply ↗
Open
Data & Reporting Analyst
Latin America · Remote
$12–20/hr
8 seen this weekApply ↗
The whole idea
There's a difference between
being chosen and being seen.
Most processes make you feel chosen — warm words around a decision made for reasons you'll never know, by people who never read your work. Being seen is structural.
Being chosenThe old way
- ·Keyword-screened by a resume nobody read closely.
- ·Five rounds of meetings called rigor.
- ·"We loved your background." No reason you can use.
- ·"We went in another direction." That's the whole feedback.
- ·The decision was made for reasons you never learn.
Being seenWhat we built
- ✓Someone looked at the actual work you produced.
- ✓It's scored against a rubric built for the role.
- ✓You're told what was strong and what was missing.
- ✓Feedback you can use, written by a real person.
- ✓Your work lives on your profile as evidence of how you think.
What you go through
Three steps to the gate.
Three more to bring you in.
No "tell us about a time when." We need to know there's a real match before we ask anything more of you.
Three steps to get past the gate
01
Step 1 · 5 min
Application
The basics. Where you are, how to reach you, what you can work on, what role you want.
02
Step 2
Work authorization
Confirm where you can legally work and agree to terms. A checkbox, not a hurdle.
03
Step 3 · 60–90 min
Day One™
A real scenario that mirrors your first day. You don't perform, you work. Use AI — tell us how.
Three more to bring you in
04
Step 4
QA check
One call with one person who already read your work. By the end, both sides know if it's real.
05
Step 5 · If accepted
POP Intelligence
Your operating preferences — how you work best. We don't filter on it; we use it to match you to clients whose style fits yours.
06
Step 6 · If accepted
Intro Video
A two-minute intro, not a marketing reel. Who you are and why you do what you do. Then you can be matched.
The moment it gets different
Day One™ is the audition.
Actors audition. Athletes try out. Musicians play before they get signed. In every field where performance matters, talent shows the work first and gets the role second. Corporate knowledge work runs it backwards — Day One™ fixes that. You use AI, we expect it, and we score you on judgment, not on whether you used a tool.
D1 · Your Day One™
Scored against
the role's rubric
the role's rubric
What we score
What we don't penalize
What we look for
Once you're in
You're not a profile in a database.
You're a vetted operator with a real Day One™ attached to your name and a track record that compounds with every placement.
Your work goes to clients
They don't see a resume. They see your actual Day One™, how you think, and why we believe in you.
You become the intelligence
After two weeks with a client, your Fresh Eyes™ review helps build the most accurate talent platform in the world.
It compounds
Every placement adds to your track record. Once you've been seen, you don't go back.
The Hiring Brain™
Real work in. Real signal out.
Every Day One™, every QA conversation, every operating profile feeds the SupaHumans engine. What comes out isn't a resume — it's a verified, proof-backed picture of how you actually work.
Basic Details
Profile + resume scrape
EnrichedPOP
Avatar + 5 Vibes + trait profile
CompleteAssessments
Adhoc, stylized, behavioral
4 DoneDay One™
Proof-of-work simulation
Strong passFeedback Loops
Full journey · this placement
60D DueFresh Eyes™
4-part first look · Loom
Day 14Vibes
Working-relationship signals
StrongTime + EOD
Time in/out + EOD reports
Warp · LiveOur manifesto
How we hire at SupaHumans.
Hiring should answer one question: can this person do the work, and do it well? Everything else is theater. So we built a process that answers the question and skips the theater.
The standard process punishes the wrong people. It rewards the candidate who interviews well over the one who works well. It runs five rounds of meetings and calls it rigor. It uses personality tests built in the 1960s that haven't survived a single serious replication study. We removed all of it.
This isn't an AI story. It's a talent story.
The lowest use of a human is acting as an expensive API for repeatable tasks. The highest is judgment, taste, and knowing what actually matters. We hire people who use AI like a native language, who run instead of walk, who think under pressure — and who can be a voice in the room. That's not a soft skill. It's the most important one.
Most people won't go through this. It's more work than clicking apply. We like that. The candidates who go the extra mile to be seen are the ones worth seeing. The funnel is the filter, and we designed it that way on purpose.
Laith Masarweh
Founder & CEO, SupaHumans
Before you apply
What you're probably wondering.
Is the Day One™ simulation unpaid work for you?
No. It's a scenario built to mirror the real role, not a project we use. It exists so you can be seen for how you actually work instead of how well you interview. The work you produce becomes evidence on your profile that goes to clients — working for you, not for us.
Can I really use AI on Day One™?
Yes, and we expect you to. Just tell us how you used it. We don't penalize leverage. We score judgment, tone, and output quality — the things that show whether you'd do the work well. Using AI like a native part of your workflow is exactly what we're looking for.
What if I don't get matched right away?
If you're accepted, you stay in the loop with opportunities that fit your profile. Your Day One™, your POP, and your track record live on your profile, so when the right client comes through, you're already proven and ready to be matched.
Do you only hire from certain countries?
We're global. We source primarily across the Philippines, Latin America, and more — and we don't pigeonhole talent by region. You're evaluated on your work and matched on fit, then priced around your desired rate plus real benefits.
What happens after I'm placed?
You're not dropped in and forgotten. After two weeks you'll do a Fresh Eyes™ exercise — a strategic read on what's working and what could be better — which makes you a voice in the room, not just a task-doer. We gather feedback throughout so the partnership keeps getting stronger.
The funnel is the filter
The candidates who go the extra mile to be seen are the ones worth seeing.
It's more work than clicking apply on LinkedIn. We like that. If you do your best thinking when the brief is real and the stakes are clear, this is your moment.
Apply in 5 minutesNo essays. No personality tests. Real feedback either way.
