YANA Careers is becoming Wonja Academy. Competency Labs is becoming Wonja Labs.
Read the transition noteTarget opportunity, matched evidence domains, readiness strengths, remaining gaps and the next action.
Oncology site, phase II and III studies, in-person participant visits.
How alignment is read: Alignment compares reviewed Wonja evidence against the domains the role requires, at a stated rubric version. It is a description of demonstrated work, not a ranking, a score of the person, or an assurance that an offer will follow.
Safety reporting has no reviewed evidence behind it. An introduction is stronger when the required domains are demonstrated rather than described.
Complete the safety reporting casebookBoth sides end up reading between the lines: an employer infers readiness from job titles, and a professional hopes their phrasing survives a screen. Talent starts from evidence that already exists and was already reviewed.
Only demonstrated, reviewed Wonja work counts toward readiness.
The employer sets the target role and the domains that matter.
Candidate evidence is read against the required domains, at a rubric version.
Professionals decide what is shared and with whom.
Employers read scored work rather than claims.
Status, expiry and new evidence keep the picture honest over time.
Target roles expressed as competency domains, not job-ad prose.
Groups defined by demonstrated domains and readiness for a role.
Professionals choose which employer sees their evidence, and when.
Candidates read side by side on the same domains and rubric version.
Where a candidate is strong, and which domains remain unproven.
Help through the hiring conversation on both sides.
Introductions come from demonstrated domains, not enrolment or intent.
The Passport summarises the evidence underneath an introduction.
Where readiness falls short, Academy is the route back up.
Professionals control what is shared and with whom.