Technical Cofounder

Build the trust layer for remote learning, assessments, and hiring

We are looking for a tech cofounder.

Not an employee with fancy syntax.

A real builder. A real owner.

We are building MagicProctor.

Today, MagicProctor is focused on hardware-backed proctoring for remote interviews and assessments.

But the larger vision is much bigger:

To build a HackerRank-like platform that combines:

• learning
• skill assessment
• recruitment
• hardware-backed proctoring

In simple words:

We want to build a platform where people can learn, prove skills, and get hired — with a much stronger layer of trust than existing systems offer.

Most platforms today solve only part of the problem.

Some help people learn.

Some test.

Some help companies hire.

Very few solve the integrity problem properly.

We want to change that.

Why this could be huge

Remote hiring is here to stay.

Online learning is massive.

Assessments are everywhere.

And trust is broken in all three.

That creates an unusually strong opportunity:

Build a platform that does not just help people perform —

but helps institutions and employers believe the performance.

If we get this right, this is not a small feature business.

This can become a serious category company sitting at the intersection of:

• edtech
• developer assessments
• recruitment infrastructure
• proctoring / integrity tech
• trust systems

This is the kind of role where, if execution goes right, the upside can be genuinely life-changing.

Not nice ESOPs someday.

Real founding-level upside.

What you would be building

As tech cofounder, you would help architect and build the platform from the ground up.

That may include:

• coding assessment / challenge infrastructure
• candidate workflows
• recruiter and employer dashboards
• learning paths / practice environments
• anti-cheating / integrity workflows
• integrations between software workflows and hardware-backed proctoring
• core platform architecture, backend, frontend, infra, and product thinking

This is a 0 to 1 role.

You would not be joining a stable engineering org.

You would be helping create the org.

What you would own

You would have major ownership over:

• product architecture
• tech stack decisions
• MVP roadmap
• engineering culture
• hiring early technical talent
• speed vs scalability tradeoffs
• translating founder vision into an actual product people use

You should want to build, decide, and lead.

Who this is for

You may be a fit if you are:

• a strong full-stack engineer, architect, or technical builder
• excited by edtech, recruitment tech, devtools, assessments, trust/integrity systems
• capable of building fast without building nonsense
• product-minded, not just code-minded
• ambitious enough to want ownership, not just compensation
• serious about startup intensity
• willing to help shape the company, not just the codebase

Bonus if you have worked on anything related to:

• assessment platforms
• online education
• marketplaces
• developer tools
• anti-fraud / compliance / verification systems
• video / streaming / workflow platforms

What matters more than pedigree

We care less about polished resumes and more about signals like:

• have you built real products
• do you move fast
• can you think in systems
• can you simplify complexity
• can you work through ambiguity without needing a weekly emotional support roadmap
• do you actually want to build a company

What you get

• Founding-level equity upside
• A chance to build something meaningful from the beginning
• High ownership and real decision-making power
• A seat at the table for product, strategy, and company building
• The possibility to help create a category-defining company in a space that is still underbuilt

To be clear:

This is not a safe corporate role.

This is a high-conviction, high-upside founder journey.

There may be no glamour in the early days.

Only chaos, velocity, hard problems, and the chance to own a meaningful chunk of something that could become very valuable.

Which, frankly, is where the fun usually starts.

Practical realities

We believe strong founding relationships require clarity early around:

• roles
• responsibilities
• commitment level
• working style
• equity
• financial expectations
• when and how this becomes fully full-time

We want to be upfront about that from the start, because serious cofounder matches are usually built on aligned expectations, not vague enthusiasm.

The ask

If you've wanted to build something big at the intersection of:

learning + assessments + hiring + trust infrastructure

this may be worth a conversation.

If you want a comfortable job, this is probably not it.

• If you want to build something that could matter — and own a meaningful part of it — let's talk.