AI Made Applying Easy. It Made Hiring Harder.

I build tools that help people find jobs and apply faster. So here's an uncomfortable admission: AI made applying easier. It also made hiring harder.

When every CV is tailored, keyword-matched and polished, they all start to look the same. The CV that reads like a perfect fit for the job spec used to be a strong signal. Now it's the baseline.

What separates candidates now

Not better wording. Evidence. What did you actually deliver? For whom? Can someone confirm it? Can you talk about it for 20 minutes without notes?

AI can help you explain your experience clearly. It can't create the experience. The gap between those two is now where most interviews are won or lost.

Which is why everything in GetJobzi is structured, not narrative.

Why we don't do star ratings

We don't do star ratings. We don't do free-text reviews. We don't let anyone score an employer on "culture" or "vibe." What we collect is behaviour:

• Did they reply? Yes or no.
• How long did it take?
• Did they give feedback on the decision?
• Did they honour their own timeline?

Every data point is either an inbox-verified event or a count from your own tracker. Nothing is opinion. Nothing is vibes. Nothing can be skewed by one person having a bad week.

The auto-apply tension, owned

Here's the part where someone points out the contradiction: GetJobzi also helps people apply faster. We do auto-apply. Doesn't that make the volume problem worse?

It's a fair question. And the honest answer is: yes, if we're not careful.

That's exactly why we don't reward applying. There are no points for submitting applications. No streak for hitting a daily target. The only things that earn anything are verified events — a reply, an interview, feedback, a confirmation.

We'd rather help ten people apply well than a thousand apply blindly. The whole point of the tracker is to show you which applications are working and which ones are noise.

The same principle runs through the employer data. We only publish stats when there's enough of a sample to mean something. We show the count and the date range every time. We don't rank employers on character. We report what they did.

Because if the answer to "what separates candidates now?" is evidence, then the answer to "which employers are worth your time?" should be evidence too.

If you hire: has AI changed what you trust on a CV? What do you look for now that you didn't two years ago?