ANIKET

Every hiring process I ve seen has the same pattern:

Hundreds of applications quick filtering a handful of interviews.

But that filtering step is usually based on surface-level signals resumes, keywords, past roles.

This might sound extreme, but the more I look at hiring, the more it feels broken.

A resume tells you what someone has done,
but not how they think, how they solve problems, or how they actually work with others.

And yet we use it as the first filter for almost everything.

I ve been thinking about this a lot lately.

When we say someone is a good fit, what are we really judging?

It s rarely just skills.