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    Expand Your Talent Pipeline with Skills-Based Hiring

    Traditional hiring filters out high-potential candidates. Micro-Internships let you evaluate real skills, reduce hiring risks, and build stronger, more diverse teams—fast.

    Why skills-based hiring?

    🔎 See Candidates in Action Before You Hire

    Evaluate problem-solving, communication, and work ethic through real work. Micro-Internships provide a fair, skills-based way to identify future hires.

    🌍 Build Your Pipeline, Without Extra Work

    Expand your talent pipeline by connecting with skilled candidates from a diverse range of schools, backgrounds, and experiences, all without disrupting your existing hiring process.

    ⚖️ Reduce Hiring Bias & Improve Retention

    Skills-based hiring removes barriers for high-potential candidates who may be overlooked due to pedigree, school, or connections. With Micro-Internships, you reduce bias, improve retention, and create a more diverse, high-performing workforce.

    How Parker Dewey’s Skills-Based, Inclusive Hiring Works

    1 Define the Work That Matters

    Post projects based on real business needs. Candidates apply by demonstrating relevant skills, problem-solving abilities, and motivation—not just credentials.

    2 Access Applicants from a Wide Range of Backgrounds

    Our open-access platform removes barriers by allowing any qualified candidate to apply—regardless of background, school, or network. In fact, 80% of Micro-Interns come from underrepresented backgrounds, giving you access to skilled talent that traditional hiring often overlooks. You choose candidates based on thoughtful responses and demonstrated ability, ensuring fairness in selection.

    3 Assess Talent Through Real Work

    Candidates complete the project, allowing you to evaluate their actual work before making a long-term commitment. This removes bias from the process because hiring decisions are made based on results, problem-solving, and communication skills.

    4 Make Fair Hiring Decisions Based on Data

    Extend full-time or internship offers with confidence, knowing your new hire has already demonstrated their ability to succeed. This skills-based approach improves retention, reduces hiring bias, and helps build a diverse, high-performing team.

    Start Hiring Based on Proven Skills

    See Candidates in Action Before You Hire

     

    Assess problem-solving, communication, and work ethic through short-term, paid projects. No more relying on resumes or interviews alone.

     

    Expand Your Talent Pipeline Without Extra Work

    Access candidates from a wide range of schools, backgrounds, and experiences—without changing your existing hiring process.

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    Companies that embrace skills-based hiring outperform competitors, innovate faster, and make better business decisions. Parker Dewey provides a simple, scalable way to integrate merit-based, inclusive hiring into your talent strategy.

    🔎 See Candidates in Action Before You Hire

    Evaluate problem-solving, communication, and work ethic through real work. Micro-Internships provide a fair, skills-based way to identify future hires.

    🌍 Build Your Pipeline, Without Extra Work

    Expand your talent pipeline by connecting with skilled candidates from a diverse range of schools, backgrounds, and experiences, all without disrupting your existing hiring process.

    ⚖️ Reduce Hiring Bias & Improve Retention

    Skills-based hiring removes barriers for high-potential candidates who may be overlooked due to pedigree, school, or connections. With Micro-Internships, you reduce bias, improve retention, and create a more diverse, high-performing workforce.

    See Talent in Action Before You Hire

    Traditional hiring filters often overlook great candidates who have the skills but not the right network or pedigree. Micro-Internships let you:

    • Evaluate talent through real work
    • Expand access to skilled candidates from diverse backgrounds and post-secondary institutions across the United States
    • Reduce hiring bias and focus on proven ability

    Build Stronger Teams with Inclusive Hiring

    Companies that hire from a wider talent pool make better decisions, drive innovation, and outperform competitors. Micro-Internships help you:

    • Expand access to skilled candidates beyond traditional recruiting channels
    • Discover high-potential talent often overlooked in standard hiring
    • Build a team that reflects diverse perspectives and experiences

    Why Employers Choose Parker Dewey as Their Skills-Based Hiring Platform

    Parker Dewey makes it easy for employers to identify, assess, and hire top early-career talent based on real work. Micro-Internships help companies build a more diverse, high-performing workforce while reducing hiring risks.

    • Eliminate guesswork in hiring by assessing candidates through real projects before making long-term commitments
    • Expand your access to top talent by engaging candidates from a wide range of schools, backgrounds, and experiences
    • Build teams that thrive by prioritize skills, adaptability, and problem-solving over traditional hiring filters
    This idea that we have jobs and these students need to conform to our way of doing things is a fine strategy if you don’t want to hire diverse students. It’s not a good strategy if you do. The old models do not work for the majority of today’s college students. There is an effort that has to be made by employers if they really truly want these students, they’ve got to try to meet these students where they are.

    Todd Penner,

    Portfolio Director, College Success,

    Michael and Susan Dell Foundation

    While we were focused on just getting some help on a project, we quickly realized that the student was incredible, and ultimately hired her as a summer intern. We saw her work ethic and skills, and got an inside track on hiring her.

    Adam Hecktman,

    Director of Technology & Civic Innovation,

    Microsoft

    I feel so lucky that I found Parker Dewey. It allows me to add to my resume while also getting real interactions with clients. I have the opportunity to be treated as an actual employee rather than a student with an assignment due.

    Shayna Brown,

    University of Michigan,

    Class of 2017

    For the student-athlete, their resume is not going to be glowing and filled with experience but that doesn’t speak to their talent, so employers should think about how are you making it accessible for them to show you their skills? Short-term projects give hiring managers a chance to assess the talent in a space that’s low risk for the student.

    Corinne Milien,

    Executive Director and Co-Founder,

    The Winning Edge Leadership Academy

    Not only did the Career Launcher shine, he excelled. He took the brand to a new level and challenged our group to think outside the box. Could not have been more pleased or grateful for the opportunity to work with this motivated individual. It's all about opportunity and Parker Dewey gives students exactly that. I look forward to our next project!

    Andrew Albert,

    Medical Director,

    Advocate Health Care

    Micro-Internships helped me find and secure my first job after graduation.

    Suzan Batamuliza,

    Roosevelt University,

    Class of 2015

    Learn About Parker Dewey's Skill-Based Hiring Platform

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