The Vetta Blog
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Unshitifying 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 ArticleUnshitifying 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.
Read ArticleThe 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 ArticleThe 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 ArticleHow to Reduce Time-to-Hire Using AI Automation
If you're still hiring the old-fashioned way, you're probably losing your best candidates. In 2025, the talent market moves fast—especially in tech, sales, and product roles. Candidates expect speed. Delays = drop-offs. The companies that win top talent? They've automated their hiring workflows from day one.
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