💥 Unshitifying Hiring, Part 5: We Don't Need More Data. We Need Better Decisions.

📊 Hiring Isn't Lacking Information—It's Lacking Insight

If you've been involved in hiring recently, you know this feeling:

You're staring at a spreadsheet full of resumes.
You've got LinkedIn open in one tab, an ATS in another, Calendly links flying around, and a Slack thread that's 30 messages deep about one candidate.

There's no shortage of data.
There's a shortage of clarity.

And clarity is the one thing you actually need to make a good hiring decision.

😵 The Illusion of Data-Driven Hiring

We've convinced ourselves that "data-driven" hiring means:

• More metrics
• More filters
• More screening tools
• More dashboards
• More meetings to interpret what the dashboards are saying

But all this data often leads to:

• Decision fatigue
• Slower time to hire
• Overcomplication
• And ironically… worse outcomes

Why? Because the signal gets buried in the stack.

💡 You Don't Need More Info. You Need the Right Info.

At Vetta, we're not anti-data. We're anti-bloat.

We believe the right hiring data answers two simple questions:

1. Has this person solved a problem like mine before?
2. Can they do it again, here?

So that's exactly what Vetta shows you.

• Candidate match scores are based on past outcomes, not resume tricks
• STAR-format summaries provide how they solved past challenges
• You see the reasoning behind every match—not just a number
• And you're never 15 clicks away from taking action

The goal isn't to analyze hiring better.
The goal is to hire better—faster, and with confidence.

🤖 AI Should Clarify. Not Obfuscate.

Most AI hiring tools just automate the bloat:

• Faster resume screening
• Faster rejection emails
• Faster ways to say no

Vetta's AI does something different:
It surfaces who's solved the problem you're hiring for—and skips everything else.

It doesn't flood you with candidates.
It gives you context-rich fit—so your decision gets easier, not harder.

🧠 Final Thought: Judgment > Junk Metrics

You don't need more dashboards.
You need to trust your judgment—and the data that supports it.

Let's stop hiring like we're chasing click-through rates.

Let's unshitify hiring by giving decision-makers what they really need:

• Fewer candidates
• Clearer insight
• Better outcomes