Austin, that makes sense.
The signaling problem cuts both ways:
Resumes try to compress complex ability into keywords, and job descriptions try to describe real work with abstract labels. A lot gets lost in between.
The unclear goals point is important too. When a role isn’t well-defined, hiring ends up optimizing for proxies rather than outcomes.
Do you think this is mostly a language problem (how roles and experience are described), or a structural one where teams don’t actually agree internally on what success in the role looks like?
The unclear goals point is important too. When a role isn’t well-defined, hiring ends up optimizing for proxies rather than outcomes. Do you think this is mostly a language problem (how roles and experience are described), or a structural one where teams don’t actually agree internally on what success in the role looks like?