Valid questions, thanks! > as a hiring manager, why check this over LinkedIn where all the users are? This is going to be difficult for any new platform in th

Valid questions, thanks! > as a hiring manager, why check this over LinkedIn where all the users are? This is going to be difficult for any new platform in this space, and it's a tough one. For now it's important for me to let users create a great looking CV that can easily be printed, offering value there regardless of the upcoming search feature. Aside from that, I've got a couple of tactics in place for expanding the user base, but I want to keep my cards closed there for a little while. I promise it's not going to be anything nasty/sneaky though! > I could see more value in a specialised community that has requirements for entry I don't think this is the direction I'm going in, but sounds interesting! > Another area that could use improvement is job + work descriptions. This is something I haven't addressed properly yet in the FAQ. Companies/recruiters will have to make you interested just like you made them interested with your CV. Otherwise you'll get 20 company names that are interested without any context. Then it'll be possible to sort invitations by companies based on criteria. Nothing that's written in stone yet, but if some companies want to keep the intended salary a secret, they may be ranked lower in the invitation list. > But in general the main issue at the application stage is just trying to filter people completely unqualified to save interviewer time, and after that everyone has to go through the same long interview process in any case. I'm definitely not done yet with banging my head against this problem. I really appreciate your feedback, thanks for your constructive but critical thinking!