Submit the evidence the employer requests, matched to the actual job. A certificate documents a particular award; a work sample can demonstrate how you approached a task. Neither replaces a required license, experience or supervised clinical training. A portfolio is useful only when the role and application process call for it.
Check the credential first
Record the exact credential, issuer, award date and current status. Distinguish completed training, exam certification and a pending application. Do not describe coursework as a license or an unfinished course as a completed credential. Where names have changed, use the issuer’s current wording and explain the relationship if needed.
Verify employer requirements against the original posting, then the issuer’s rules. For healthcare or licensed work, use the accreditation and licensing guide before assuming a course completion makes you eligible.
Choose an appropriate sample
| Target task | Possible evidence | What to make clear |
|---|---|---|
| IT support troubleshooting | A lab ticket with symptoms, checks and resolution | It was a lab; what you tested and what remains unresolved |
| Data analysis | A reproducible analysis of permitted public or synthetic data | Data source, cleaning decisions, limitations and your contribution |
| Project coordination | A labeled practice plan, issue log or change record | Scope, dependencies and why you changed the plan |
| Marketing support | A mock brief, content draft or measurement plan | No live campaign results unless you actually measured them |
| Clinical work | Requested credential and supervised-training documentation | Use the employer’s secure process; do not publish patient records |
These are editorial examples, not universal application requirements. A public project is not suitable proof for every task. Do not practice regulated procedures independently to manufacture a sample.
Make the work reviewable
For each sample, write a short explanation: the task, constraints, your own contribution, method, result and limitations. If it was group work, name what you did without taking credit for other people’s work. A measured result needs its actual basis; a simulated result must be labeled as simulated.
For a spreadsheet example, include the permitted input data, formulas or steps, and an explanation of one decision. Show how you checked the result. A screenshot alone may not let someone inspect your reasoning. For a troubleshooting example, explain why a step was safe to try and what evidence would make you escalate rather than claim a fix.
Use the proof-of-work plan to assemble a small set. There is no mandatory three-piece packet and no rule that two missing checklist items make everyone unready to apply.
Protect private information
Use work you own or have explicit permission to share. A private PDF is not permission to disclose confidential employer material. Remove credentials, personal records, customer information and restricted source data. When permission is absent, build a new sample from public or synthetic material and label it accurately.
Do not put identity documents, a Social Security number or sensitive verification details in a public portfolio. Verify the employer and use its confirmed secure process for documents it legitimately needs. Our remote-job verification checklist explains why a polished offer or matching company name alone is insufficient; see the FTC’s job-scam guidance.
Before sending
Open the exported file, check permissions and test every link without relying on your own logged-in access. Use meaningful filenames and the requested file format. Keep work dates and credential claims consistent with the resume. Remove unrelated samples that make the relevant evidence harder to find.
Apply when you meet the required conditions and can explain your evidence honestly. Preferred skills can be development goals; a legally required credential is a different matter. Save the version sent so you can discuss the same material at interview. A clear packet supports review, but it cannot guarantee an interview or a hiring decision.