Content pfp
Content
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Filipe Macedo pfp
Filipe Macedo
@macedo
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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Shuk007.eth🔵🎩Ⓜ️💎 pfp
Shuk007.eth🔵🎩Ⓜ️💎
@shuk007.eth
Talent Passport credentials .
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Sinaver pfp
Sinaver
@sinaver.eth
KPI based data behind zk
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Pampik pfp
Pampik
@pampster
Reviews about him
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Oppenheimer 🎩 pfp
Oppenheimer 🎩
@oppenheimer
Whether the person makes his bad in the morning.
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gabyL.base.eth pfp
gabyL.base.eth
@lizad
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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Jhon pfp
Jhon
@jhonc.eth
I'd go with "proof of consistent growth." Doesn't matter if it's on-chain achievements, a portfolio, or feedback from others—seeing that someone is committed to leveling up over time shows me they've got the drive and resilience to adapt and thrive.
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fenkove.base.eth pfp
fenkove.base.eth
@fenkove
Recommendation by somebody who I trust
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Easy.base.eth pfp
Easy.base.eth
@coinexplorer
Browser history of Monday workday 😃
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statuette.base.eth pfp
statuette.base.eth
@statuette
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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Karina pfp
Karina
@karrylady
Social Media
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Sangohan.base.eth 🟠 pfp
Sangohan.base.eth 🟠
@sangohan
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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Mental Wealth Academy 💠 pfp
Mental Wealth Academy 💠
@metawavestudio
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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riya 🎩🍖Ⓜ️😹🦋 pfp
riya 🎩🍖Ⓜ️😹🦋
@nmeow.eth
linkedin endorsements (onchain endorsements would be fun too!)
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hermano.base.eth pfp
hermano.base.eth
@megajayar
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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Kingdamieth👨‍🦲 pfp
Kingdamieth👨‍🦲
@damilolaeth
Talent Passport Portfolio of verifiable, relevant, and impactful projects or contributions
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tom.framedl.eth 🎩 pfp
tom.framedl.eth 🎩
@croth.eth
Trustworthiness
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Sined pfp
Sined
@sinedrisk
Responsibility for the result. From my point of view, you can ask direct questions about previous job and find out about expreience and work habits. So after you can get an idea about the person and understand him/her skills and interest in work.
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Tatiansa 🟪🟣. ⌐◨-◨ pfp
Tatiansa 🟪🟣. ⌐◨-◨
@tatiansa
Date and time of birth - for the natal chart🌠 If only only one)
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Mercury60 🎩 pfp
Mercury60 🎩
@mercury60
I think any data that demonstrates a person's commitment might be the best hiring factor. commitment drives people to use their full potential.
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