> Is this sustainable, though? Easily. Few people stay at a software engineering job for more than a year or two as it is. I went almost 4 years without stayin

> Is this sustainable, though? Easily. Few people stay at a software engineering job for more than a year or two as it is. I went almost 4 years without staying at one job for more than a year, and not a single recruiter batted an eye the whole time. Hopping jobs with a network of friends buying each other's jobs for big returns would be trivial. > Can’t the same thing happen right now with people who have connections to headhunter/recruiting agencies? Yes. But right now it still requires social skills, conversations, and interviews. Skills that anyone can acquire with practice. Turning it into a pay-to-play system doesn't improve anything, it just makes it easier for people with disposable income to skip the line. Or it will make people harass their professional network for money to skip the line. How is that an improved system over just getting to know some recruiters? > Also, if the system has no abuse detection, many people who work in tech for more than a few years should be able to afford gaming a system like this — not just those from rich backgrounds. $10k is not too much money to find if you know you’re guaranteed a 2x return in 60 days. You're proving my point. The system as described is ripe for abuse, and what kind of abuse detection mechanism would catch things like this? They didn't describe one, and I can't picture one that isn't extremely invasive. Mild nepotism is already the de facto way that a lot of companies recruit people even though they're not supposed to - add a gambling mechanic into the mix and you can guarantee people will be trying to game it left and right. There's no way they'd be able to crack down on it at scale.