Most hiring processes measure what doesn't matter: how you narrate your work in an interview, not whether you can do it. We flip that. You get into Implementers through two doors, and neither is a textbook interview. The bar is high on purpose: that's what makes the badge mean something.
We filter for what can’t be taught
Some things we teach you — our processes, the prompt library, how each pod works — and some things no onboarding teaches: judgment, and the ability to ship something that works in production. We filter for the second. The first we hand you once you're in.
Door 1 — evidence, no homework
We don't ask for a toy test or "solve this fictional case on your own time". We ask you to show what you've already shipped to production — repos, dashboards, cases, metrics — and defend it to the Practice Lead: why that decision, what broke, how you measured it. Hard to fake, because we dig in live. This is where most people fall.
Door 2 — paid trial
Whoever clears the first door joins a real project — paid and supervised. That trial is both the evaluation and the onboarding: you learn the Implementa "how" by doing actual work. Ship it and pass QA, and you're a Certified Implementer. Nobody works for free to prove anything.
Hard on purpose
An open collective is worth nothing: if anyone gets in, belonging means nothing. The bar isn't bureaucratic friction, it's the product. It protects the people already inside and it's the promise we make to the client: behind Implementa is talent that cleared a bar most people don't.