Post a real problem. See who's good. Hire the ones you see stand out!
Some post a challenge to solve a real problem. Some post one because they want to know who's good before they need to hire. Both get what they came for.
Real problems. Real teams. The work students walk into.
The problem
Hundreds of CVs. No way to know who can actually do the job.
You're sifting hundreds of applications from candidates who look identical on paper. At the same time, you're sitting on real problems that need fresh thinking. Most businesses have no way to connect those two things. New Horizons does.
The Institute of Student Employers reports that 58% of British employers believe graduates lack essential workplace skills — particularly commercial awareness, resilience and professional communication.
of employers globally say graduates lack essential workplace skills.
per graduate hire — with no guarantee the candidate can do the job.
At the same time, you're sitting on real problems — live challenges that need fresh thinking, new perspectives, and people who aren't constrained by how things have always been done. That resource is sitting in universities across the world. Most businesses have no way to reach it.
The solution
Already proven. Long before you're ready to hire.
Real work, your way.
Post something your team is actually working on. Students whose subject area, skills and ambitions align with your brief take it on and deliver real output.
- Subject-aligned student responses
- Real output you can actually use
- A direct line to top performers
A ranked shortlist, not a CV pile.
When you list a vacancy, you don't see cold applications. You see candidates whose work you already know — assessed on subject area, grades, and the challenge work they've completed.
Every candidate on your shortlist holds an Industry Passport — a verified record of real work, graded by employers like you, on briefs like yours. You are not guessing. You already know.
- No cold applications
- No guesswork
- Just the right people, already proven
Human-verified, not black-box
You set the brief. You see the work. You already know who you want.
Every challenge submission is scored by the company that set the brief — against a uniform rubric, on three metrics. No opaque ranking. No black-box AI sorting candidates you can't interrogate.
Those scores roll up into the platform's Ranked Shortlist. When you're ready to hire, you're looking at candidates whose work you've already seen and graded.
No upfront cost. No agency fees. No guesswork. The quality filter is the work itself.
Live · this term
A live pipeline, not a CV pile.
Track top performers as they complete sprints — whether they're in their second year or working independently from anywhere in the world. Watchlist promising students in their second year. Trigger a direct-hire conversation long before they sit a final exam.
Most companies wait for graduation, then fight over the same CVs. You don't.
Every score on the leaderboard is an Industry Passport grade — assessed by employers on real briefs. Not a predicted grade. Not a personality test. Work, graded by the people who know what good looks like.
Branded masterclasses
Be in the room before they apply.
Run a 60-minute masterclass under your brand — taught by one of your senior engineers, marketers, or analysts. Students hear directly from the people they could be working with, on the problems they actually solve.
It's the cheapest, highest-trust top of funnel you'll ever run. The students opt in because they're curious — not because a recruiter cold-emailed them.
Students who attend earn an engagement stamp toward their Industry Passport. You are not just building brand awareness — you are contributing to a verified record that follows the best candidates all the way to your shortlist.
Solve real problems. Hire better people.
Both at once. Both done properly. No platform does this.