Hiring Philosophy

It exists to explain the system, the constraints, and the decisions behind outcome-based hiring. It is not a marketing page. It is a reference.

Hiring is a decision problem.

• A company has a specific challenge.
• A candidate has solved similar challenges before.

The goal of hiring is to align those two realities.

Most hiring systems do not do this well because they optimize for process instead of outcomes.

Outcome-based hiring evaluates candidates based on what they have already delivered.

An outcome is a verifiable result that shows:

• The problem that existed
• The action taken
• The result achieved
• The context in which it occurred

Vetta uses structured outcomes to match candidates to roles where those outcomes are relevant. Titles, tenure, and resume formatting are treated as secondary signals.

Eligibility answers the question:
Can this person do the job?

Fit answers the question:
Has this person solved a problem like this before?

Most hiring systems stop at eligibility. Vetta is designed to evaluate fit. Fit is determined by:

• Comparable problems
• Demonstrated results
• Relevant constraints

This reduces guessing and increases decision confidence.

Resumes are summaries, not evidence.

They compress complex work into keywords, titles, and timelines. This creates several problems:

• Important context is lost
• Outcomes are implied instead of shown
• Candidates optimize for scanners instead of truth
• Employers are forced to infer performance

Vetta converts resume content into structured outcome records so results can be evaluated directly.

Applications create noise.

When applying is easy, volume increases faster than signal. This shifts effort away from evaluation and toward filtering.

Vetta removes applications to:

• Reduce performative behavior
• Prevent keyword gaming
• Protect candidate privacy
• Keep the marketplace focused on real matches

Candidates opt in to matching. Employers review matches when there is evidence of fit.

A matching event occurs when:

• A company defines a real problem
• A candidate has demonstrated outcomes relevant to that problem
• Both sides are eligible and available

Matching events are the unit of value inside Vetta. They replace applications, inbox volume, and speculative outreach.

Vetta is a two-sided marketplace.

Candidates and employers both participate by providing structured information:

• Candidates contribute outcomes
• Employers contribute problems

The marketplace only functions when:

• Both sides are verified
• Participation is intentional
• Matches are limited and meaningful

This is why Vetta prioritizes trust, constraints, and clarity over volume.

AI is used to:

• Structure unstructured experience
• Identify comparable problems
• Improve matching accuracy over time

AI does not make hiring decisions. It supports them. Human judgment remains central.

Vetta is not:

• A job board
• An applicant tracking system
• A resume optimization tool
• A keyword matching engine

It does not monetize search, outreach, or application volume.

Vetta is built with explicit constraints:

• Fewer matches, higher confidence
• Signal over speed
• Trust over growth
• Outcomes over proxies

These constraints are intentional. They protect marketplace quality.

Hiring works when decisions are grounded in evidence.

Outcome-based hiring replaces speculation with proof.

Vetta exists to make that possible.