Resume paradox

I have a degree in Applied Mathematics (what we used to call Computer Science), yet I didn’t write a single line of code for 30 years.

In 1994, I started my first business. Since then, I've worked in telecom and TV, built an AR app, and led major projects in e-commerce, fintech and banking. Now, I'm building hiring technology. If you tried to write a Job Description for my career today, you wouldn't know where to start.

And I am not an exception. I am the rule. After five years of work, nobody fits neatly into a checkbox.

The linear career path is dead, but our hiring systems haven't noticed. They still look for square pegs for square holes:

• the JD says: "7+ years in fintech."
  You have: 4 years in fintech and 3 in e-commerce payments. It’s the same skill set, but to a resume parser, you’re rejected.

• the JD says: "Enterprise sales experience."
  You have: Founder-led sales to Fortune 500s. You’ve done the work, but your title wasn't "Sales VP." Rejected.

• the JD says: "Product management background."
  You have: Shipped three products from zero to market as a CEO. Rejected.

This isn't a bug in the postings; it's a fundamental mismatch. We are trying to force non-linear careers into linear templates.

The employer side isn't better

As a hiring manager who has reviewed hundreds of resumes, I know the dirty secret: a resume tells you almost nothing about whether someone can actually do the job.

It lists titles and dates, but it misses how you think, how you solve problems, and whether you'll thrive in a specific environment.

Because the input signal from resumes is so weak, we overcompensate. We add process. We conduct 5, 10, even 20 interviews per hire—not because each interview adds value, but because we are desperate for signal amidst the noise.

What actually helps?

I've spent years obsessing over this problem. Better ATS or AI resume readers aren't the answer. They just speed up the rejection of qualified people.

The answer is simple: Truth.

We need to show careers as they actually happen—messy, real, and verified. We need a system based on:

• History confirmed by the real people you worked with.

• Skills vouched for by colleagues or clients who saw you in action.

• Reputation built on delivered results, not optimized keywords.

I am currently building a designated place, where job seekers can showcase themselves to the opportunities. A place where you can showcase your actual trajectory to humans, not just a template that fits the machine.

It’s early days, but the foundation is laid.

If you want a sneak peek at what’s coming, DM me.