Resumes are dead. Focus on quality efficiency / humane value. Join the revolution.

Humane marketplace for quality partners.

Putting a cap on the body count game.

Everyone still has profiles, but to initiate any conversation, money has to be on the line. This forces the initiator to do their homework or waste time and money in a spray and pray approach!

$5/month subscription to be on site. Weeds out free-riders. Only communicate via site to prevent spam.

No personally identifiable information to prevent concious or unconcious bias?

Getting passed transactions to longer-term thinking and actions.

Network of high-quality people that want to delight others: hiring managers that understand your skills and value creators that are incentivized to improve the company long-term.

Tired of wasting time tons of "easy" applications or asked to complete challenges before even speaking to a single person?

No more resume template non-sense. Forced to apply with understanding of a business and what value you can bring to it. These are table stakes; if you haven't taken the time to understand a business and its domain, why should a company even take time talking to you?

You get to make something less than the value you can propose if it's accurate.

Simulates what you can do for any application via email or cover letters, but not the same community. Too much middle-management that has lost sight of providing value to the business and its customers.

$5/application for skin in the game. Limited to 10 applications per month.

Tired of sifting through millions of applicants?

Limited to quality applicants. Focus on a few high quality entrants.

They haven taken the time to understand your business and how they can add value to it.

No resume dissection or game playing. Play garbage games, win garbage.

$5/application accepted. You set limits based on what you can handle. Forcing function to think about what you're making other people go through.

Skin in the game. Must pay applicants to not waste anyone's time.

Can message applicants, but you must go through the same process. Costs money and time, must study applicant's background and why it is a good fit.

Helpful for non-large companies which can do this themselves by forcing applicants to submit how they add value -but they don't.

The whole system is broken. People have developed the habits and conditioned to think the status quo is OK. It's not and wastes a lot of people's time on both sides.

Pay for top dollar for top talent. If genuine applicants are showing how they can do the work profitably, pay up. These are business partners that have invested a lot of time and energy to specifically focus on you as a company and how they can provide value. As you refine their assumptions with real data, pay them what they can bring to the table, and not some predetermined budget without people that care.

Focus hiring funnel here only for best applicants. Find people that care, then have some standardized task that simulates a real work environment. May be nothing better than starting out as a contracting apprentice and graduating to full-time partner.

Perhaps everyone starts as an apprentice; lower pay, but pay is immediately increased for good behavior or additional value to business. No limits as long as things continue.

Want to incentivize good performance, but also helping others be more efficient with best practices.

• https://www.asktheheadhunter.com/basics/new-interview
• https://www.iwillteachyoutoberich.com/the-briefcase-technique/
• https://danluu.com/programmer-moneyball/
• https://news.ycombinator.com/item?id=7260087
• https://sockpuppet.org/blog/2015/03/06/the-hiring-post/
• https://danluu.com/hiring-lemons/
• https://danluu.com/wat/
• https://www.kalzumeus.com/2011/10/28/dont-call-yourself-a-programmer/
• http://yosefk.com/blog/do-call-yourself-a-programmer-and-other-career-advice.html
• https://fs.blog/2020/07/job-interviews/

https://github.com/dijonkitchen/humanevalue/issues

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