Everyone says “vetted.”
Ours is verification you can check.
Not a marketing badge and not our word for it. Every credential we issue names the human who attested it, points to the evidence, and carries a public ID that anyone, including your recruiting tools and AI agents, can verify for free. Four differences, each with a receipt you can inspect.
Four differences, each with a receipt.
Difference 1
Human attestation, enforced in code
Nothing on HighFives renders as verified without a named person on our team attesting the track, with a timestamped evidence note. That is not a policy in a document you have to trust: it is a rule in our data model. No attester, no evidence, no verified state.
See how we vet and who decides→Difference 2
Machine-verifiable credentials
Every credential has a public ID, like HF-SI-2026-K7Q2, at a public URL. Your ATS, your recruiters, and your AI agents can confirm it in one free API call, no login. Facts can expire or be revoked, but they can never be quietly edited.
Read the public verification API→Difference 3
A flywheel, not a static list
Talent joins free and is verified by humans; companies hire verified talent through us. Every verification makes the registry more useful, and every hire sharpens what we verify next. The engine below is the mechanism, not a metaphor.
Both doors feed the same engine.
Talent joins free and gets verified by humans. Companies hire verified talent through us. Every verification makes the registry more useful, and every hire sharpens what we verify next.
Talent
Companies
Difference 4
Hire without employing
You contract with HighFives (WarmUp, Inc.): the client pays WarmUp and WarmUp pays the talent, so you get one clean agreement instead of an employment relationship. No 12-month minimums, and if you later bring someone in-house, conversion is a feature of the model, not a fee trap.
Questions from hiring teams→The role the market is scrambling to hire.
Demand for this work is climbing fast, and it is exactly the kind of hire a résumé cannot prove. Verification you can check is the difference between a fast hire and a wrong one.
- +205%
- growth in GTM engineer job postings, year over year
- 3,000+
- open roles in January 2026
- $127–250K
- compensation range for the role
Source: analysis of public job-posting data, January 2026.
Free to browse, any email works. You pay when you hire.