The Vetta Blog
Insights on AI-powered recruiting, talent matching, and hiring optimization
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AI 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 But dig deeper, and you'll find their AI is just automating outdated processes.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 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 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 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💥 Unshitifying Hiring, Part 5: We Don't Need More Data. We Need Better Decisions.
If you've been involved in hiring recently, you know this feeling: You're staring at a spreadsheet full of resumes, with LinkedIn open in one tab, an ATS in another, and a never-ending Slack thread. There's no shortage of data—there's a shortage of clarity.
Read Article⏳ The Hidden Costs of Slow Hiring (And How AI Speeds It Up)
You might think slow hiring means careful hiring. More steps = better choices, right? Not exactly. In reality, slow hiring costs you your best candidates, your team's morale, your business goals, and eventually, your brand reputation.
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