Resumes are Bullsh!t. It's Time to Build Something Better.
- Jeffrey Inman
- Apr 11
- 3 min read
Every year, millions of students, entry-level jobseekers, and career changers get overlooked - not because they are unqualified, but because hiring systems aren't built for them.
Resumes can't capture potential. Cover letters are performative. And job boards? Overwhelming and inefficient.
That's where enterN comes in.
We're building a platform that flips the hiring script - focused on fit, fairness, and frictionless connections between early talent and employers.
🚀 What We Do
enterN uses preference-based profiles and anonymized matching to help students and employers discover mutual fit. No resumes = No bias. Mutual matches = less ghosting.
Simply put, the traditional hiring process focuses on asking, "Where have you been?" We help employers ask, "Where do you want to go?"
🔥 Why Now
The early talent market is massive and broken:
1.6 billion people are in the early talent pool.
C-Suites are emphasizing hiring for organizational fit.
Current market volatility requires more accurate hires every time.
Students crave transparency and personalization.
Employers want data-driven insights, not a stack of virtually identical resumes.
So, enterN is riding this wave by launching at the intersection of:
Gen Z's demand for values alignment.
Employers need to reduce churn and increase organizational fit.
A societal need to eliminate bias from the hiring process.
📊 Traction
We’ve proven demand—before launching our MVP:
✅ 343 hires in Q4 2024 using our paper-based process.
✅ 81 hires in Q1 2025 already—with over 100 employers using enterN’s system.
✅ Over 2,000 job seeker surveys and 900 employer insights gathered to date.
✅ Esmeralda’s story: A Rutgers student matched with a top NYC investment firm. The first woman they hired from her university.
We're not theorizing. We’ve built, tested, and iterated on a working process.
🎯 Our Business Model
Partner with college campus' career centers to drive organic adoption via jobfairs; providing a no-cost digital platform so they can modernize the student experience and create a frictionless hiring process for employers.
Provide a freemium model for employers: everyone gets their first job fair at no cost - the frequency and return of employers to each job fair (there are usually 2 - 3 internship cycles annually for each employer) provides a low-risk, high-contact opportunity to engage and convert to revenue generating customers.
Jobseekers have countless platforms to choose from to search for jobs. While ours is unique, that alone isn't enough to convince jobseekers to pay for this service. enterN will remain a no-cost platform for jobseekers.
🧱 What We’re Building
Fit-focused profiles built on proven organizational psychology (CVF, OCAI, values alignment, communication style).
Symmetrical swiping—both job seekers and employers must mutually opt in.
Real-time employer feedback to help students and companies grow.
Bias-resistant design to level the playing field.
We're creating much more than a matching gimmick; we're setting the foundation and designing the infrastructure for fit-first hiring and skills-based hiring at every stage of one's career.
📈 Our Vision
We are beginning by changing how students get hired. While we craft an experience that delights both jobseekers and employers - we will introduce new features that encourage continued engagement from jobseekers (and now, employees) to build a complex repository of data so that we can introduce the new norm for how everyone can get matched to meaningful work, based on who they are and how they thrive.
Our rallying cry: #KillTheResume so you can #HireBetter.
Are you ready to join the movement?
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