There's a lot of bullshit in the job market. Applying to 200 roles? Bullshit. 300 applicants for one hire? Bullshit. The perfect candidate who turns out to be the wrong fit? Bullshit.

Candidates use AI to look perfect for every role. Companies get the slop. Some automate the process to save time and money.

But automating the bullshit doesn't remove the bullshit. It scales it.

The candidates who survive the screen lock in and the bullshit intensifies. The interview is a performance, and the rehearsal is called "preparation." Research the company. Understand the industry. Creep the hiring manager. Say what it takes. Oh yes, I thrive in a fast-paced environment. Great question. Sure, I am process-oriented.

When employers really want a candidate, the bullshit gets reciprocated. Absolutely, everyone here is very collaborative. We're a fast-paced environment. We always deal with failure constructively.

How it goes

Can't there be a better way?

There is, and companies pay a lot of money for it when they hire executives: a headhunter has a network of candidates they know well and trust. They learn about candidates' track records and how they operate using bullshit-resistant questions and careful analysis. Then they weigh ambitions, skills, and experience against the job description, the hiring manager, and the company culture, and hand over a shortlist.

Bottom line: executives get a headhunter. Everyone else gets an Apply button.

We built Jo to help people fill and find jobs without the bullshit. It's a network of people we can stand behind.

Companies know who they're interviewing before the first conversation. Candidates talk with Jo and build a complete picture of who they are: what they're great at, how they operate, and what they want to do next. Nobody wastes time.

And the person hired does great work, loves the job, and stays as long as it works for both sides, whether that's a contract or a career.