2,500 CVs for one role is a problem, not a success

Quick math. 1 min per CV*2500 = ~41h. That's a whole working week, no meetings, no lunch. half of them probably aren't even in the right city. another 10-20% never ran a project. So maybe 200 are worth a proper look, 3 min each, that's 10 more hours. And nobody's been called yet.

That's a problem, not a success!

The standard answer is to fix it on the company side. Again, not really!

Companies already have plenty of filters. Most teams I talk to own more of them than they use well. And every new filter gets an answer from the other side: keyword-stuffed CVs, auto-apply bots, cover letters in one click. It's an arms race, and everyone pays in hours.

The pile grows at one moment, when someone presses Apply. So that's where I want to fix it.

Most of those 2,500 people aren't cheating. They're tired. The market taught them that applying is a numbers game, so they play it. Pressing the button costs nothing. Thinking about each role costs a lot. Guess which one wins at 11pm.

I can't stop someone who decides to make up experience. No tool can, and I won't pretend talenthunt does.

What I can do is stop a reasonable person from burning an evening on the wrong job.

That's what talenthunt is for.

You build your profile once, from your own history, and nothing goes live until you've read it and said yes. When a role looks interesting, you run a fit check against the posting before you apply. It walks the requirements one by one: what you cover, what's thin, what a recruiter won't find at all. No score, no match percentage. A percentage begs to be gamed. A named gap makes you decide.

Then you can send that fit check to the recruiter, with your CV or instead of it. One link, and they see requirement by requirement where you fit and where you don't. If they want more, they can ask your profile the questions they'd ask on a screening call.

And who is it for?

People willing to spend 5 minutes of their own time to save 2 minutes each for 10 other people. The recruiter, the hiring manager, and the other candidates, who have a better shot when the pile is 300 relevant CVs instead of 2,500 random ones.

If you send a hundred applications a week, this will feel slow. It is slow. I'm not building for you.

If you send five and want each one to count, talenthunt is here to help. It won't turn five into fifty. Some weeks it turns five into six or seven, because a role you'd have talked yourself out of turns out to fit. Some weeks it's 4, because one didn't, and you found out before spend an evening writing the cover letter. Both are good weeks.

What a responsible application looks like, with or without any tool:

• Write the requirements down, one per line. Skip the adjectives.
• Next to each one, put your evidence: a project, a number, someone who can confirm it. If you can't name it, the recruiter won't find it either.
• If the gap is "I never wrote it down", write it down. If it's "I never did it" on a core requirement, skip the role.
• Send something the recruiter can check and question, not only a PDF.

A spreadsheet and some honesty will do. talenthunt does it faster, it's free for job seekers, and it keeps your evidence for the next role.

You can try it with the role from our job board that already comes with a fit check.

Happy job hunting!

Now, recruiters. I'd like to run a pilot with a few of you:

Pick two similar roles you're hiring for:

• for one, take applications as usual.
• for the other, ask candidates to apply only through talenthunt, with a fit check attached.

Then compare how many applications came in, how long screening took, and how many people made the shortlist.

It's free, for you and for the candidates.

I don't know how it will come out, that's kind of the point. If you have two roles like that open, DM me.