Trader Portfolio Platform

Trade from the first minute

Sign up and there is €100,000 of virtual money on live prices, so a talent trades on day one instead of filling in a profile. They split it into portfolios, one per strategy. Every order is logged, and the trading CV builds itself from it.

Instead of

A profile to fill in before the first trade

Chose

Virtual money on live prices from day one

A CV made of trades

The top answers a recruiter’s first questions: how much they made and lost, how often they trade and what. Below: the week in bars, every closed trade and a PDF export.

Instead of

A CV of claims like “analytical”

Chose

A CV where every number comes from an order

How they trade, not only what they made

Same return, very different traders. The CV also shows when they trade, their daily risk and what they keep returning to, which a desk lead asks before any interview.

Instead of

Returns on their own

Chose

Risk, timing and habits next to returns

Learn the market, picked from your own trades

Short quizzes teach the market, how to trade, how to read a chart pattern and how to make a call before the price moves. The next lesson comes from the CV: a talent who lost 37% on one trade gets risk management, not another pattern. Finished challenges land on the CV with a verified date.

Instead of

One fixed course for everyone

Chose

The next lesson picked from your own trades

Contests and jobs on one board, entered with proof

Employers post jobs and run contests: same money, same market, their own rules, with prize money and a job for the best. Both sit on one board, sorted by fit. The page checks each requirement against the talent’s numbers first, so a gap becomes a next lesson, not a silent rejection. Entering is one sheet: what’s shared, what’s private, when consent ends.

Instead of

Apply, then silence

Chose

Requirements checked first, a status after

Set the rules, the budget and the prize

An employer builds a contest the way a desk lead thinks: which market, how much virtual money, who may enter and what counts as good. The KPI weights become the leaderboard, and the prize, money and a job interview, is fixed before anyone trades. The side panel shows how many talents already qualify.

Instead of

A job ad, then a pile of CVs

Chose

A contest with its own rules, budget and prize

The leaderboard ranks by the employer’s KPIs

Everyone in a contest trades the same money, market and time limit. Ranking by return would reward the luckiest gambler, so the leaderboard ranks by the KPIs the employer set, and any two talents compare side by side before the prize and the interviews go out.

Instead of

A leaderboard sorted by return

Chose

Ranking by the employer’s own KPIs

From 36 applicants to one clear next step

Employers start from a pipeline, not an inbox. Each talent is matched against the open role’s own needs: requirements met, and the two numbers that desk asks first. Two people compare side by side, and every next step, rejection included, reaches the talent.

Instead of

An inbox of applications

Chose

A pipeline with the two key numbers per row

The same CV on the phone, most important first

Recruiters often open a CV on the way to a meeting. On the phone it becomes one column, key numbers first, and nothing is removed: tables become bars.

Instead of

A trimmed mobile version

Chose

The full CV, most important first