Hi HN,
I kept seeing the same pattern:
Smart people sending dozens of applications.
No replies.
Not because they’re unqualified — but because inboxes are saturated.
It made me think: employment works because it creates structure.
Clear role.
Clear term.
Clear deliverables.
Clear consequences.
Entrepreneurs and builders rarely give themselves that structure.
So I built hired.wtf.
Instead of applying to companies, you send your CV to yourself.
The app interviews you and generates a fixed-term employment contract between “Employer You” and “Employee You.”
It includes:
• Role title
• Term (30/60/90 days)
• Deliverables & KPIs
• Performance review schedule
• Termination clause
The idea is simple:
Turn vague goals into binding commitments.
It’s not a productivity tracker.
It’s a psychological contract engine.
I’m curious:
• Does formal structure actually change behavior?
• Would you use something like this?
• What would make it genuinely useful vs gimmicky?
Would love your feedback.
— Thomas
I kept seeing the same pattern:
Smart people sending dozens of applications. No replies. Not because they’re unqualified — but because inboxes are saturated.
It made me think: employment works because it creates structure.
Clear role. Clear term. Clear deliverables. Clear consequences.
Entrepreneurs and builders rarely give themselves that structure.
So I built hired.wtf.
Instead of applying to companies, you send your CV to yourself. The app interviews you and generates a fixed-term employment contract between “Employer You” and “Employee You.”
It includes: • Role title • Term (30/60/90 days) • Deliverables & KPIs • Performance review schedule • Termination clause
The idea is simple: Turn vague goals into binding commitments.
It’s not a productivity tracker. It’s a psychological contract engine.
I’m curious: • Does formal structure actually change behavior? • Would you use something like this? • What would make it genuinely useful vs gimmicky?
Would love your feedback.
— Thomas