Filipe Macedo on Warpcast

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https://warpcast.com/~/channel/talent

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Imagine you could only use one piece of information to make a hiring decision. What data point would you use? The best answer until Sunday wins 500 $TALENT. PS: the data can be onchain, online or offline. @bountybot

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KPI based data behind zk

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Recommendation by somebody who I trust

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statuette.base.eth pfp

statuette.base.eth

In my line of work, I’d say “people skills” or “kindness,” but I’m not sure how to connect that to onchain data. 🤔

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Sangohan.base.eth 🟠

I would conduct recruitment through a test involving a complex problem to solve in our field. Candidates would have the freedom to conduct necessary research using all resources available on the web. Of course, there would be a defined time limit. If the candidate manages to solve the problem within the allotted time, then I would give them a chance. The time limit would naturally be the maximum amount of time my company can afford to spend on solving this type of problem.

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hermano.base.eth pfp

hermano.base.eth

I’d go with how they’ve handled challenges in their previous job or project. I think that’s a pretty solid indicator of someone’s problem-solving skills and ability to adapt to new situations. If they’ve solved tough situations successfully before, it shows they can think on their feet and get things done even when things don’t go as planned. It also gives a clue into their character and work ethic which is often more important than just experience or qualifications.

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0xtom.base.eth 🎩

Trustworthiness

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Date and time of birth - for the natal chart🌠 If only only one)

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69Ⓜ️.degen.eth6️⃣9️⃣

If I could only use one piece of information to make a hiring decision, I’d choose evidence of consistent, self-driven contributions to meaningful projects. This shows me if someone is proactive, committed, and can work independently—qualities that often predict success in dynamic environments. Whether online, on-chain, or offline, this data reflects a person’s initiative, resilience, and problem-solving skills, as well as their passion for their field. A track record of valuable contributions indicates they’ll bring the same drive and dedication to our team.

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Builder score :)

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@jhonc.eth you have received an onchain attestation via EAS for this bounty completion

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the candidate's values and culture fit with the company.

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gabyL.base.eth pfp

I'd go with builderscore—it brings together everything we need by showcasing someone's network experience and growth trajectory. It gives us a snapshot of their skills, impact, and reliability in the space, all in one place.

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I'd go with proof of work. Every profession has different platforms where you can find the candidate's proof of work. For hiring a developer - Github/GitLab. I'd measure the projects and contributions the candidate is involved in. It's the main proof of work for any developer. Give me a GitHub account so I can see what techstack the candidate uses how efficient is he/she in it, and the dedication level. for a designer - Behance and another platform from where I can get to know the candidate's design sense and the vibe. for editor - I can look up what the candidate has edited and put up on his YouTube.

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Testimonials are powerful piece in both web design and the working world. But, I think nepotism can be kind of bleak, so I would choose kindness. If I could choose any data point, I would say how kind they are. Some people can fake this but ultimately if a person is kind on the outside, their inside is as well.

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PixelSushiRobot 💫

An onchain Myers-Briggs Type Indicator (MBTI) test result. It's harder to work with someone with incompatible personality.

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özde pfp

I would look at their Hobbies and interests on their Cv. I would hire a person who play chess to any job because playing chess improves analytical skills. Not only smart people play chess but also playing chess makes you smarter.

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