The Scope Creep Is Real: Why You're Still Hiring After 9 Interviews
You define the problem. You draft a role. You post the listing. Then you start interviewing. And that's when it happens. Before you know it, you're not hiring for the role you posted. You're hiring for something new. Something… bigger. Something fuzzier. You're chasing the ghost of an ever-expanding unicorn.
Read ArticleWhy Traditional Resumes Fail and How STAR Format Hiring Solves It
Tired of resume guesswork? Discover how STAR-format profiles give hiring teams real context and results—no keyword filters required.
Read ArticleWhy Most Job Descriptions Fail (and What to Do Instead)
You've seen them a thousand times: 'We're looking for a rockstar self-starter with 5+ years of experience in a fast-paced environment…' It's generic. It's recycled. It says everything and nothing all at once. And worst of all—it's repelling the candidates you actually want to hire.
Read ArticleThe Candidate You Need Is Already in Your Inbox. You're Just Not Allowed to See Them
They applied. They were qualified. They had done the work before. But they didn't use the right buzzwords. Or their title was off by one word. Or your AI filter couldn't parse their resume layout. So… they got ghosted by your system. Not because they weren't good. Because they weren't formatted for the machine.
Read ArticleUnshitifying Hiring, Part 6: Why Job Boards Are Built for Noise, Not Results
You post a job. You get 300 applications. You think: 'Wow, what a great response!' But then reality hits: Only 10% meet the basic qualifications. Only 3% make it to an interview. And maybe, maybe 1 is a good fit. If this sounds familiar, it's because job boards are optimized for volume—not accuracy.
Read ArticleAI Resume Screening Isn't AI Hiring (And That's Why It's Failing)
If you ask most hiring teams whether they use AI, the answer is yes. But dig deeper, and you'll find their AI is just automating outdated processes. That's not smarter hiring. That's just faster filtering. Hiring isn't broken because it's too slow at filtering. Hiring is broken because it's filtering for the wrong things.
Read ArticleHow to Stand Out in a Broken Hiring System (Without Gaming Your Resume)
If you've ever felt like your job applications are vanishing into a black hole, you're not imagining it. Most hiring platforms are designed to filter for keywords, reward brand-name employers, and discard nuance. But you don't need to game the system—you need to tell your story in a way that matches the problems companies are trying to solve.
Read ArticleWhat Is Outcome-Based Hiring? (And Why It's Replacing Resumes)
Most companies still hire by filtering resumes, checking for keywords, and hoping the formatting tells a story. But there's a better way. Outcome-based hiring flips the process: Instead of asking 'What titles has this person held?' You ask 'What problems have they solved?'
Read Article📉 The Resume Problem Nobody Wants to Admit
You're hiring for a critical role. You open your ATS. You filter for keywords. You eliminate 90% of applicants in under 10 seconds. Efficient, right? Except the person who actually solved your exact problem last year? They used different terminology. And your system filtered them out.
Read Article🎯 The Job Hunt Is Broken—And Even LinkedIn Knows It
4 months. That's the new average time it takes to land a job, according to LinkedIn's own data. Not four weeks. Not a few conversations. Four. Months. That's not a market problem. That's a system failure.
Read ArticleUnshitifying Hiring, Part 4: Ghosting, Gatekeeping & the Grind
Let's call it what it is—modern hiring is a trust crisis. Candidates ghost companies. Companies ghost candidates. Everyone's burned out. Everyone's lying just a little. And the whole process feels like a never-ending performance review you didn't sign up for.
Read ArticleUnshitifying Hiring, Part 3: The Candidate Experience Is Broken (And Everyone Knows It)
We've normalized garbage. As job seekers, we now expect to send out 100+ resumes and hear back from 2, to get ghosted after interviews, to talk to 4 people before we learn what the job actually pays, and to be judged by keyword-matching bots instead of actual work. It's not just inefficient—it's demoralizing.
Read ArticleUnshitifying Hiring, Part 2: Burn the Funnel, Build the Flywheel
The hiring "funnel" we've been force-fed by job boards and bloated ATS platforms isn't a pipeline to great people—it's a business model built on friction. The more you struggle to hire, the more they win. That's why we're unshitifying hiring—not just by removing friction, but by replacing the whole system with something better.
Read ArticleUnshitifying Hiring: Why It's Time to Focus on Outcomes, Not Clicks
Let's face it—hiring is broken. Somewhere along the way, platforms stopped helping you find great talent… and started monetizing your pain. You pay to post a job. You pay to promote that job. You scroll through hundreds of resumes that don't fit. Then you pay again—to message someone who may or may not even respond.
Read ArticleAI Recruiting vs Traditional Hiring: What's Faster & Cheaper?
Let's face it—hiring is broken. Somewhere along the way, platforms stopped helping you find great talent… and started monetizing your pain. You pay to post a job. You pay to promote that job. You scroll through hundreds of resumes that don't fit. Then you pay again—to message someone who may or may not even respond.
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