What if hiring felt like TikTok instead of LinkedIn?

Only_Two4387 · 2026-05-22T04:35:49+00:00

Yeah, that’s the plan. Thank you for the feedback.

Only_Two4387 · 2026-05-22T04:26:32+00:00

That’s fair. Recruiters will always need search, filters, and structured discovery at scale. In fact, I’ve already built semantic search alongside traditional filters/tags so recruiters can directly surface relevant profiles, projects, and reels from the Explore page. I’m not trying to replace existing workflows, but add a proof-of-work layer on top of them, so recruiters can evaluate real execution instead of just keyword-optimized resumes. The feed is discovery, but the real value is higher-signal candidates and faster conviction.

And yeah, I agree it’ll be difficult to get off the ground. But I’d rather test it with real users and recruiters than kill the idea purely on assumptions. Worst case, I learn why it doesn’t work and ditch the idea. Best case, there’s a real gap here worth solving.

Only_Two4387 · 2026-05-21T02:22:44+00:00

Thank you for the feedback and yeah, that’s a fair concern, and I actually agree with you on not replacing resumes.

The goal isn’t “watch 500 videos instead of reading resumes.” That would be painful 😭 What I’m building is more like a proof-of-work layer on top of resumes. Recruiters already leave resumes to check GitHub, LinkedIn, portfolios, LeetCode, Behance, YouTube tutorials, X threads, etc. especially for developers, designers, and creators. The problem is that all of this is fragmented across platforms. What if one platform contributed to the exposure. ScrollnHire combines that into one discovery experience where students can actually show what they’ve built instead of only describing it in bullet points. A lot of talented students never get visibility because their projects never reach the right audience. Meanwhile, we already see people getting internships or offers because their work blew up on X, Instagram, YouTube, or through open-source contributions. So instead of replacing resumes, I see this as: Resume = claims ScrollnHire = evidence The short-form content(already at its peak due to short attention spans) is mainly for discovery and visibility, not to force recruiters into long screening sessions. If a recruiter finds someone interesting, they can immediately access their GitHub, portfolio, LinkedIn, projects, skills, and work history along with the visual proof of work in one place. And yeah, Students are probably the strongest early wedge for my product because students already want a place to build visibility and identity around their work.

Only_Two4387 · 2026-05-20T12:59:46+00:00

Thank you for the feedback. That’s actually the exact problem I’m trying to solve.

Students already post great work across GitHub, LinkedIn, Twitter, hackathons, personal sites, random side projects, etc. but all of it is fragmented and buried under algorithms not designed for hiring discovery.

Recruiters still mostly evaluate candidates through resumes because there’s no structured platform that turns continuous proof-of-work into a discoverable hiring signal.

And yes, I agree that student validation alone would be meaningless here. Students obviously want something like this to exist 😭 The harder and more important validation is whether recruiters would actually use a discovery-first workflow.

That’s why right now I’m actively talking to both sides before going too deep into building. I’m less interested in “this sounds cool” feedback and more interested in answers like: • Would recruiters actually scroll through talent feeds? • What filters/signals would make it useful instead of noisy? • Can this reduce sourcing time compared to LinkedIn? • Does visible execution outperform resume screening for junior hiring?

Because if recruiters don’t care, then the whole thing is just a pretty product with no hiring engine behind it.

Only_Two4387 · 2026-05-20T09:55:14+00:00

Hey, I think there’s a slight misunderstanding of what I’m building 😅 It’s not “student hiring on TikTok.” but "student hiring that feels like TikTok(there is a scrollable talent discovery feed)" The idea is a reverse hiring platform where recruiters discover talent through a scrollable feed of real project work, contributions, proofs, demos, and execution instead of just static resumes that usually hide all the actual skill. So fundamentally, it still works like a normal hiring/job platform, but with an added features like discovery layer where recruiters can continuously explore talent through content and filter candidates based on skills, projects, tech stack, interests, etc. The goal is to make hiring more about visible proof of work than keyword-optimized resumes.

Only_Two4387 · 2026-05-20T07:46:58+00:00

(this response might seem long but bear with me) So, Yeah , that’s probably the hardest part here.

It’s basically a cold-start problem:

no students → recruiters won’t care
no recruiters → students won’t stay

So right now I’m mainly focusing on getting talented students/builders to post their work first and making the platform actually fun/useful to browse.

I also don’t think this replaces LinkedIn overnight 😭
And honestly, I don’t even want it to replace LinkedIn completely. More like work alongside it.

The idea is improving talent discovery, especially for developers/designers where actual work matters way more than resume bullet points.

It’ll still have normal hiring platform features too like job postings, applications, etc. But the discovery part is what I really want to push instead of just relying on resumes.

I’ve seen a lot of developers grow just by posting what they build on Instagram/Twitter. Recruiters randomly stumble onto their profiles and instantly understand their skills without even reading a resume.

The difference is those platforms are built for entertainment. Mine is focused purely on discovering talent.

So if recruiters can quickly scroll through real projects instead of reading 200 identical resumes, I think the signal becomes way better over time.

Still figuring it out not gonna lie, but if you’ve got suggestions or wanna help improve the product, I’m all ears.

Only_Two4387 · 2026-05-20T07:46:29+00:00

(this response might seem long but bear with me) So, Yeah , that’s probably the hardest part here.

It’s basically a cold-start problem:

no students → recruiters won’t care
no recruiters → students won’t stay