How many great candidates are we missing because of bad filtering?
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. Which means a lot of potentially great people never even get seen. That’s something we’re trying to solve with OBAET — instead of filtering people out early, we try to match...
Are resumes actually the worst way to hire?
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. We’re trying to rethink this with OBAET by creating 'twins' where roles and candidates are matched based on deeper traits,...
What actually makes someone a perfect fit for a role?
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. Sometimes it’s how they think, how they communicate, how they approach problems things that don’t really show up on a resume. But the weird part is, we still rely mostly on resumes to make that decision. We’ve been experimenting with a different idea at OBAET:...