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Viewpoint by: Ignacio Palomera, co-founder and CEO of Bondex
The worldwide employment landscape is evolving swiftly. Today’s job hunters are progressively using generative AI to create cover letters, customize resumes, and even practice for interviews.
Agentic AI is automatically applying, generative AI is crafting personalized applications in volume, and AI auto-apply tools allow applicants to submit for numerous positions in just minutes. Employers are overwhelmed with applications that appear refined, convincing, and customized — but often lack any genuine indication of effort, skill, or sincerity.
When anyone can produce a refined, high-quality application with merely a few AI prompts, the traditional cover letter — once viewed as a means to differentiate oneself and express genuine intent — transforms into a commodity. It ceases to convey effort or passion and starts resembling more like a standardized result.
Hiring supervisors are now faced with inboxes packed with sleek, tailored applications that all seem oddly alike. And that’s where the real issue arises: If everyone appears qualified on paper, how can you discern who possesses the skills and knows how to manipulate a prompt? It’s not about who articulates best but about who can demonstrate they can deliver in practical settings.
A brittle trust system worsens with AI
Conventional hiring has traditionally depended on trust-based indicators such as resumes, references, and degrees, but these have always been tenuous substitutes. Titles can be inflated, education exaggerated, and prior experience embellished. AI complicates matters further, cloaking unverifiable assertions in artificial sophistication.
For fast-moving, remote-oriented sectors like cryptocurrency or decentralized autonomous organization environments, the stakes are even higher, as there’s seldom time for extensive due diligence. Trust is granted rapidly and often informally — risky in a pseudonymous, global context. More HR tools or AI detection won’t rectify this. What’s essential is a more robust foundation for trust itself.
It’s time for verifiable reputation and on-chain employment
Imagine a hiring manager trying to confirm employment history, social profiles, or on-chain contributions.
Currently, decentralized identity (DID) systems assist in proving that you’re a real person — that you exist and are not a bot. That’s useful, but merely the beginning.
What they fail to address is the deeper issue: What have you actually accomplished? A new frontier is emerging — one where your professional background, qualifications, and contributions can be verified and made transferable. It’s not solely about ticking a box to confirm that you exist. It’s about codifying your experience so your reputation is founded on what you’ve accomplished, not merely what you claim.
Related: Blockchain requires regulation, scalability to bridge AI hiring gap
In this framework, your resume transforms into a programmable asset. It is not a static PDF but something that can adapt, be queried, and, in some instances, be privately verified without disclosing every detail. That’s where tools like zero-knowledge proofs come into play, granting users control over how much they share and with whom.
Some may contend that this all feels somewhat invasive. In practice, however, especially in Web3, most serious contributors already operate through pseudonymous identities based on verifiable actions, not job titles. DIDs have brought us to “real humans.” Verifiable reputation advances us to “real contributors.” And that’s the crucial transformation worth noting.
From HR filters to smart contract gateways
As reputation becomes programmable, entire industries could be fundamentally transformed. Grants, hiring processes, and even token sales might utilize verifiable credentials as filters. No more guessing who’s qualified or compliant. You can’t fabricate a pull request merged into a core repository or feign completing a course linked to a non-fungible token (NFT) issued by a smart contract.
This renders trust composable — something that can be embedded into protocols and platforms inherently. What’s verifiable today encompasses contributions, educational history, and credible credentials. Soon, entire employment histories might reside on-chain.
A trust enhancement for AI-era hiring
The AI-generated job application merely highlights a broader trust fracture. We’ve long accepted unverifiable self-reporting as the norm in hiring, and now we’re confronting the repercussions. Blockchain-based identity and credential frameworks present a pathway forward — where individuals can demonstrate their work, and hiring decisions can rely on verifiable data, not speculation.
We must cease believing that polished language equates to proof of skill. If hiring — and wider reputation systems — are to endure the impending AI wave, we need to reconstruct the groundwork of trust. On-chain credentials represent a persuasive starting point.
Viewpoint by: Ignacio Palomera, co-founder and CEO of Bondex.
This article is intended for general informational purposes and should not be considered as legal or investment advice. The views, thoughts, and opinions expressed herein are solely those of the author and do not necessarily reflect or represent the views and opinions of Cointelegraph.
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