Open HR
@open-hr.work
Building tools that help workers prove their experience is real. Pre-launch from Bordeaux. Here for fairer hiring. ((○))
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.
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.
February 8, 2026 at 10:00 AM
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.
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.
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
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
February 4, 2026 at 9:00 AM
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
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
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.
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.
February 2, 2026 at 9:00 AM
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.
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.
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
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
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'...
www.youtube.com
February 1, 2026 at 12:56 PM
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
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
Reposted by Open HR
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.
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.
January 31, 2026 at 11:00 AM
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.
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.
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.
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.
February 1, 2026 at 8:34 AM
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.
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.
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.
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.
January 31, 2026 at 8:00 AM
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.
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.
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...
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...
January 30, 2026 at 6:02 PM
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...
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...
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.
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.
January 30, 2026 at 1:00 PM
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.
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.
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.
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.
January 28, 2026 at 1:00 PM
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.
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.
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.
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.
January 28, 2026 at 11:00 AM
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.
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.
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.
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.
January 26, 2026 at 10:34 AM
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.
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.
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.
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.
January 25, 2026 at 2:00 PM
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.
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.
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.
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.
January 24, 2026 at 8:00 AM
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.
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.
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.
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.
January 23, 2026 at 8:00 AM
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.
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.
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.
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.
January 22, 2026 at 2:00 PM
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.
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.
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.
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.
January 21, 2026 at 1:00 PM
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.
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.
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.
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.
January 18, 2026 at 2:00 PM
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.
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.
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.
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.
January 16, 2026 at 2:00 PM
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.
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.
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.
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.
January 13, 2026 at 3:44 AM
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.
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.