Our vision
To become the world’s most trusted and intelligent freelance marketplace, connecting talent and opportunities globally.
To become the world’s most trusted and intelligent freelance marketplace, connecting talent and opportunities globally.
To empower freelancers and businesses with cutting-edge AI, fair opportunities and innovative tools.
Find a specialist for your next great idea.
Pick a category to see listings, or pick a specific service to describe your project and let QGX find your best match.
QGX matches each project to the freelancer best able to deliver it, not just the most popular one.
QGX starts with groups of 100 relevant applicants and automatically increases capacity to 200 or 500 when applicant volume and evaluation capacity require it. Standard advances up to 20% of suitable applicants per group; Priority advances up to 60%. Final presentation also considers the buyer’s hiring capacity. Beginners are assessed through portfolios, sample work and practical skill evidence—not rejected for having no job history.
A buyer who needs an advanced mobile app is matched with mobile developers. A buyer who needs a logo is matched with graphic designers. Within a field, QGX weighs the exact skills, budget and deadline each buyer asks for, because an excellent seller can still be the wrong fit for a specific project.
QGX combines matching, adaptive competitions, fair assessment, trust controls and employment intelligence. These are platform capabilities to build and connect to the live backend—not claims that every service is already active in this preview.
100-applicant default groups, scaling to 200 or 500 according to demand and safe evaluation capacity. Standard advances up to 20%; Priority up to 60% of suitable applicants per group.
Evaluate skills, work samples, portfolio relevance and project fit. Missing work history or certificates alone must not disqualify a beginner.
Use the buyer’s requirements and number of hires to create a manageable shortlist with clear reasons—not an overwhelming list of candidates.
Flag duplicate applications, suspicious behavior, fake reviews and unusual activity. Provide reporting, appeals and human review for consequential decisions.
Give sellers practical feedback, portfolio guidance, relevant learning suggestions and routes to demonstrate skills through sample challenges.
Measure unique sellers receiving paid work, first-job success, time to first job, repeat hiring, completed projects and seller earnings.
QGX evaluates candidates for the actual project, not simply popularity. New sellers can demonstrate ability through sample work, portfolios and practical skill challenges. Previous paid jobs and reviews are useful evidence when available, but having none does not automatically disqualify a beginner. Buyers make the final hiring decision.
The long-term GR goal is for 6,000 of every 10,000 registered sellers to complete at least one paid job. This is a target, not a guarantee. When published seller profiles exist, this build retrieves and scores those profiles; sample profiles are shown only when a category has no live sellers. Production-grade applicant evaluation, anti-fraud controls, appeals, employment analytics and trusted server-side scoring still require backend implementation and testing.
Understands complex requirements.
Narrows large applicant groups to a manageable set of finalists.
No experience? Get a fair shot through samples and portfolios.
Based on real data.
Find trusted, high-quality freelancers.
Get results in seconds.
Gets smarter with every project.
The program helps new and underrepresented freelancers get noticed and earn more, even without past clients.
Free courses.
Top project recommendations.
Support for new sellers.
Beat the experience barrier.
Regular marketplace discovery is 5%. QGX Standard is 15% and advances up to 20% of suitable applicants from each adaptive group. QGX Priority is 25% and advances up to 60%. Groups start at 100 applicants and can scale to 200 or 500. Every applicant is scored on the same skill criteria. A higher commission only widens how many suitable applicants advance; it never raises a skill score or guarantees a job.
Standard discovery. No QGX competition required.
Adaptive groups starting at 100 applicants; up to 20% of suitable applicants advance per group.
Adaptive groups starting at 100 applicants; up to 60% of suitable applicants advance per group.
Illustrative calculation only. Payments and commission deductions are not connected in this preview.
Planned developments. None of these are available in this preview.
iOS and Android.
Voice, video and multimodal.
Smart contracts and trust.
Crypto and local methods.
Free courses and mentorship.
For both buyers and sellers.
More languages and regions.
QGX helps write briefs, strengthen proposals, suggest budgets and improve seller profiles.
Together, let’s build a more connected, skilled and prosperous world.
Work • Hire • Grow