You can pay this company money to sift through your garbage applications from mainstream job boards or you could just use your brain a little bit to try to attract candidates from places that are biased to above median performers.

In other words, garbage in, garbage out. I think it’s easier to control the input rather than desperately sort through the output. Strategies like employee referrals are known to produce better candidate quality than job board applicants. There are industry conferences, meetups, and other socialization spaces where you’re likely to find higher quality candidates before you even start screening.

Hell, I wouldn’t be surprised a random lottery of the group of candidates with baseline decent resumes isn’t similarly effective, and the best part about that strategy is that it’s free.

I could see this product being good for jobs with low training or experience requirements, but then again once you’re at that level you might as well just go with the random lottery strategy.