Javier Valencia applied to more than 200 jobs on LinkedIn. Every interview he landed came through someone he knew. Javier had spent years leading recruiting teams and implementing systems like Workday and iCIMS. He knew why employers built the application process the way they did. Then he had to get through it himself.

The people who helped him get interviews were mostly peers or people who had worked for him. They could tell a hiring manager what they had seen him do and why he was worth talking to. What could those people see that his application couldn’t show?

Why this matters

Javier has been responsible for filling a role that drew a thousand applicants. He can explain why a recruiter in that position asks more screening questions and why reviewing every application is hard to imagine. He also knows what it’s like to apply for a job he believes he can do and never hear back. Those experiences lead him and host Ian Davidson to disagree about when a hiring decision actually happens. If the software ranks the applicants and the recruiter reviews only the top 25, who decided which people got a chance?

About Javier and Ian

Javier began recruiting in the U.S. Army and went on to recruit for technical schools and the collision repair industry, lead recruiting teams, and implement applicant tracking systems. He and Ian first knew each other in high school. They reconnected while Javier was searching for work. Ian is the founder and CEO of Signol Labs, where he works with employers, workforce leaders, and technology teams on the systems that connect learning and work. Connect with Javier · Connect with Ian

What you’ll hear

Javier describes what his application experience at Meta felt like when it pointed him toward other roles instead of leaving him to guess. He walks through how he would audit a recruiting workflow and makes a provocative case for retiring some job postings in favor of direct outreach. The conversation gets personal when he talks about what he wants for his kids and what he learned watching technicians earn qualifications they could take to their next employer.

Chapters

00:00 — When does a hiring decision happen?

02:00 — From Army recruiting to leading recruiting teams

06:00 — Designing a workflow for candidates, recruiters, and hiring managers

09:00 — What useful feedback felt like at Meta

12:00 — Where Javier’s interviews came from

16:00 — What happens when one role draws a thousand applicants

20:00 — Who gets seen when the recruiter reviews the top 25?

25:00 — What Javier would audit when he returns to recruiting

27:00 — The case for posting fewer jobs

30:00 — What proof of capability could travel with a worker?

36:00 — What happens when nobody is there to vouch for you?

Continue the conversation

If you’re designing the profile at the center of a talent marketplace, I’d like to hear what you’re trying to help employers see. Talk with Signol Labs. If someone comes to mind who could help us understand another part of this system, send a guest suggestion to connect@signollabs.com.

Follow The Signal Lab and share this episode with someone who decides how applicants get reviewed. Keep listening for the signal.

What happens when the systems we use to connect people to jobs no longer reflect how the work gets done?

Employers are finding expertise through freelance, fractional, and contract arrangements that don’t fit neatly into a conventional job posting. Workers are building careers across projects and clients. Thousands of specialized marketplaces help connect them—but finding the right destination creates another challenge for everyone involved.

Human Cloud co-founders Matthew Mottola and Tony Buffum join Ian Davidson to explore what employers’ use of flexible talent reveals about how work is changing. Drawing on their experiences at Microsoft, Stanley Black & Decker, and Upwork, they explain why companies adopted these approaches and what still makes employers hesitate.

The conversation turns on a different starting question: “What does success look like?” When employers begin with an outcome rather than a job description, they have to think more specifically about the capabilities needed to deliver it. Ian asks whether that experience offers a preview of how more organizations may design their teams as AI changes the work.

Ian closes by examining why adding more marketplaces doesn’t necessarily create a stronger workforce system. Whether the opportunity is a permanent position or a six-week contract, employers need better ways to describe the capabilities required, and workers need profiles that carry evidence of what they can do across systems.

This is the third episode in Act 3, “This Is Not a System,” our continuing investigation into why the workforce system does not function like a system. Next, Army Special Forces veteran Steve Geib and his wife, Sytease, help us examine what happens when individuals must connect the pieces themselves.

EPISODE CHAPTERS

00:00 - When full-time jobs aren’t the whole picture

03:00 - How Tony and Matt found a shared mission

04:00 - Microsoft’s freelance experiment

06:00 - Why traditional hiring wasn’t fast enough

08:00 - Employer adoption and thousands of specialized marketplaces

11:00 - Decision fatigue and our fictional sponsor, FullTimeJobs.com

12:00 - How AI changes the way employers organize work

16:00 - Starting with “What does success look like?”

18:00 - How evidence builds trust

19:00 - What replaces familiar resume signals?

21:00 - Looking beneath the credential

23:00 - Talent marketplaces as a form of certification

24:00 - Portable profiles and inconsistent data

26:00 - Can workers take their reputation with them?

28:00 - Credentials, accomplishments, and evidence that travels 30:00 - What state marketplaces miss by designing only for full-time work

32:00 - Feedback loops and evidence beyond claims

34:00 - Building shared infrastructure as work changes

Explore Human Cloud: https://humancloud.com/

Explore Signal Mapping: https://signollabs.com/blog-signal-mapping/

Learn about Signol Labs: https://signollabs.com/

Working to connect human capability with opportunity? Contact Ian at ian@signollabs.com or https://signollabs.com/contact-us/.

Subscribe to The Signal Lab and share this conversation with someone building your region’s workforce.

America wants more ships, more chips, more advanced manufacturing, and a workforce ready for AI. Who is responsible for preparing the people who will do that work?

We call it the workforce system. But employers, colleges, training providers, workforce boards, and government agencies each own a piece. Who connects them? Who makes sure a training program leads to a job? And who helps workers navigate the distance between the two?

Paul Fain, editor at Workshift and writer of The Job newsletter, joins Ian Davidson to examine what the workforce system actually is, how it is funded, and why so much responsibility falls to states and regions. Paul reports across the boundaries between education, workforce policy, and employer demand. That perspective helps reveal what happens when institutions pursue related goals without the coordination to make them work together.

The conversation starts with the Workforce Innovation and Opportunity Act, or WIOA, the main federal workforce framework. Paul describes a system smaller than many people realize, with funding divided among programs and administered through states and local workforce boards. The question quickly becomes larger: if employers need qualified workers, who should pay to prepare them, and what should employers commit to in return?

AI makes the coordination problem more urgent. Near the end, Paul describes the possibility of labor-market disruption on the scale of industrialization. Ian's conclusion: no one is coming to assemble this for us. States, employers, educators, and workforce organizations will have to build the capacity to respond together.

This is the second episode in Act 3, our continuing investigation into why the workforce system does not function like a system. Next, Human Cloud co-founders Matthew Mottola and Tony Buffum help us examine work spreading across projects, clients, and platforms.

EPISODE CHAPTERS

00:00 - A workforce system built around figuring it out alone

03:00 - What is the workforce system?

06:00 - How workforce funding reaches people

09:00 - Who should pay to prepare workers?

13:00 - Connecting education to jobs that pay off 15:00 - Oklahoma and employer-funded training

]18:00 - What coordinated infrastructure requires

20:00 - Industrial policy and local responsibility

21:00 - Why states are being asked to do more

23:00 - State talent marketplaces and connected data

28:00 - National ambitions meet regional economies

34:00 - AI disruption and support beyond tuition

38:00 - No one is coming to assemble this for us

Read Paul's reporting: https://workshift.org/ Connect with Paul: https://www.linkedin.com/in/paulfain-thejob/ Explore Signal Mapping: https://signollabs.com/blog-signal-mapping/ Learn about Signol Labs: https://signollabs.com/ Working to connect training and employer demand? Contact Ian at ian@signollabs.com or https://signollabs.com/contact-us/. Subscribe to The Signal Lab and share this conversation with someone building your region's workforce.

How do we prepare workers for disruption if we cannot see how work is changing?

Artificial intelligence is already changing how employers operate, organize work, and value different capabilities. Yet much of the workforce ecosystem still relies on job postings to understand employer demand. Those postings can be useful, but they are advertisements. They do not reliably tell us which opportunities are real, who was hired, what work that person performs, what the job pays, or whether it lasts.

Economist Julia Lane has spent decades working on this problem. She is a professor at New York University, and author of Democratizing Our Data.

Julia explains why technological change reaches workers through employer decisions. Companies choose whether to adopt AI, how to redesign their operations, and which workers and capabilities they need. Understanding the future of work therefore requires better information about what employers actually do - not only what they advertise.

This is a conversation about data, but its consequences are deeply human. Bad information wastes employer resources, directs training dollars toward uncertain outcomes, and leaves workers making consequential choices without a clear view of opportunity. Better information could change the narrative from inevitable disruption to informed adaptation.

EPISODE CHAPTERS

00:00 - The Planes That Never Returned: How selection bias distorts what we think we know.

01:10 - Why We Cannot Prepare for Change We Cannot See: The limits of job-posting data.

05:00 - Learning at Work: Why on-the-job training matters across a working life.

06:40 - Labor Supply, Employer Demand, and Technology: Where economic disruption enters the workforce.

08:20 - The Missing Longitudinal View: Why surveys struggle to capture labor-market churn.

10:35 - The Employment Data We Already Collect: What unemployment-insurance wage records reveal.

13:10 - Data Built for Yesterday's Questions: Moving from surveys to administrative records.

14:15 - Industries of Ideas: Tracking how technology shocks move through local economies.

16:10 - What Early AI Adoption May Be Showing: Initial findings from Ohio employers.

17:10 - What JEDx Could Add: Better work locations and faster reporting.

18:25 - What Better Data Means for Learners: Local jobs, earnings growth, and durable pathways.

20:00 - Why Job Postings Are Not Enough: Representation, documentation, and validation.

21:35 - Building the Missing Feedback Loop: Connecting training to actual worker outcomes.

23:05 - A More Optimistic Future of Work: How better signals could help employers and workers adapt.

Learn more about Julia Lane and Industries of Ideas: https://industriesofideas.ai/ Connect with Julia: https://www.linkedin.com/in/julia-lane/ Explore Signal Mapping: https://signollabs.com/blog-signal-mapping/ Learn more about Signol Labs: https://signollabs.com/ Connect with Ian Davidson: https://www.linkedin.com/in/ianwdavidson/ Recommend a future guest: connect@signollabs.com

What do employers actually want?

What skills matter? What credentials will they trust? Can better data improve hiring? After three months investigating how hiring decisions actually get made, Ian Davidson thinks we're starting with the wrong question.

The better question is: Which decision are you trying to change?

Hiring isn't one decision. Job boards decide which opportunities people see. Applicant tracking systems decide who gets surfaced. Recruiters decide who gets a conversation. Hiring managers decide who gets the job.

Together, those decisions allocate one of hiring's scarcest resources: human attention.

And the decisions affecting the most candidates often happen when the system knows the least about them.

Episode 10 brings together insights from Allison Danielsen, Matt Plummer, Andrew Cunsolo, Jordan Franklin, Matt Charney, Brad Robinson, and James Harris.

The investigation began as a search for better signals. It became the Hiring Decision Architecture: a framework for identifying which hiring decision we're trying to improve, what information could make it better, and where to intervene.

EPISODE CHAPTERS

00:00 — What Do Employers Actually Want? Why skills and credentials may be the wrong starting point.

05:00 — What Hiring Managers Really Evaluate Motivation, potential, work ethic, learning, and what resumes miss.

12:00 — Skills-Based Hiring and the Replacement Problem What replaces degree and experience requirements?

14:00 — Application Overload, ATSs and AI Hiring What happens when employers receive 1,000 applications?

16:00 — Hiring Is an Allocation of Human Attention Why consequential decisions happen with limited candidate information.

18:00 — The “Cake Lady” and the Candidates Systems Miss A great hire who never would have survived the conventional process.

21:00 — Better Candidate and Opportunity Profiles Why resumes and job descriptions both leave out critical context.

26:00 — The Hiring Decision Architecture Start with the decision, then identify the information needed to improve it.

28:00 — Talent Marketplaces and Workforce Intelligence What if matching systems understood people's needs and constraints?

33:00 — Fix the System Before the Hiring Manager Improve the decisions determining who reaches a human.

37:00 — AI, Machine-Readable Data and Verifiable Skills Technology can use richer information without overwhelming recruiters.

40:00 — Better Talent Marketplace Matching Matching capability, potential, motivation, needs, and opportunity.

42:00 — Learning and Employment Records + Trusted Career Profile How portable, verifiable data could improve hiring decisions.

45:00 — The Demand-Side Case for Better Workforce Data Employers aren't asking for LERs. They're asking for help with 1,200 applicants.

48:00 — Which Hiring Decisions Should We Fix? Stop starting with data. Start with the decision.

Research supported by the U.S. Chamber of Commerce Foundation and T3 Innovation Network.

Explore the Hiring Decision Architecture: https://signollabs.com/hiring-decision-architecture/

Signol Labs: https://signollabs.com/

Subscribe to The Signal Lab wherever you listen to podcasts.

Missing Context — with Allison Danielsen, CEO of Tallo

Why do hiring technologies struggle to match the right people to the right opportunities?

Job descriptions don't fully capture what employers actually want. Resumes don't fully represent what people can do. Yet we ask increasingly sophisticated matching algorithms—and now AI—to connect the two.

Tallo CEO Allison Danielsen joins Ian Davidson to explore the missing context inside today's hiring systems and what the next generation of talent marketplaces will need to understand about people and opportunity.

They discuss talent marketplaces, job boards, skills-based hiring, degree and experience requirements, defensible hiring practices, resumes, skills and capabilities, early talent, career navigation, AI, and richer career profiles.

Allison explains why hiring managers often struggle to translate qualities like curiosity, motivation, learning potential, adaptability, and lived experience into objective and defensible hiring criteria. They explore why removing degree requirements isn't enough to make skills-based hiring work, why people struggle to identify their own transferable skills, and how talent marketplaces could build a richer, continuously evolving understanding of human potential.

This is the fifth and final interview in The Signal Lab's In Search of Signals investigation into the information that actually shapes hiring decisions.

CHAPTERS

00:00 — The missing context in hiring 03:00 — What is Tallo? 06:00 — Why traditional job boards are changing 08:00 — What job descriptions don't tell us 11:00 — Why employers use defensible requirements 14:00 — The Defensibility Grab Bag 16:00 — Is skills-based hiring actually working? 18:00 — Building a fuller picture of a person 21:00 — What Talent Marketplace 2.0 needs 25:00 — What should we know about every job seeker? 29:00 — Why career navigation matters 35:00 — Why asking people to list their skills doesn't work 38:00 — How talent marketplaces will change 40:00 — Four findings: why better matching needs better context

ABOUT ALLISON DANIELSEN

Allison Danielsen is CEO of Tallo, a digital platform helping early talent move from career uncertainty to confident action.

Tallo: https://tallo.com/

Connect with Allison: https://www.linkedin.com/in/allison-danielsen/

ABOUT THE SIGNAL LAB

The Signal Lab explores the systems that shape opportunity—how people prove what they know, how employers evaluate talent, and how better data can connect learning and work.

The show is hosted by Ian Davidson, Founder and CEO of Signol Labs.

CONNECT & EXPLORE

Signol Labs: https://signollabs.com/

Signal Mapping: https://signollabs.com/blog-signal-mapping/

Connect with Ian Davidson: https://www.linkedin.com/in/ianwdavidson/

Schedule a conversation: https://signollabs.com/contact-us/

What if the biggest problem in hiring isn't finding qualified people—but helping employers make sense of the thousands of applications already sitting in front of them?

Most conversations about the future of hiring focus on skills, AI, resumes, or credentials. But underneath all of those discussions is a much more fundamental question:

How do job boards actually decide who sees opportunity?

Job boards have quietly become one of the most influential recommendation systems in the labor market. Every day they determine which jobs appear in front of millions of people and which candidates employers are most likely to notice. Yet most of us still think of them as digital bulletin boards.

They're anything but.

In this episode, Ian Davidson sits down with Matt Plummer, Chief Product Officer at Appcast, to understand what modern job marketplaces are actually trying to optimize—and why richer candidate data alone isn't enough to change hiring.

One of the biggest surprises from the conversation is that employers aren't asking job boards for more information about candidates.

They're asking for fewer applicants.

Matt explains why job seekers won't tolerate repeatedly rebuilding their professional identity across every platform they use, forcing marketplaces to make recommendations using incomplete information. He also explores how richer signals—skills, credentials, projects, certifications, and verified experiences—could dramatically improve matching, but only if enough people possess them and enough employers can actually consume them.

It's a conversation about incentives, scale, recommendation systems, and one of the largest hidden constraints shaping opportunity today.

Along the way, Ian and Matt discuss:

• Why application overload has become one of hiring's biggest problems
• How job boards balance supply and demand across labor markets
• Why recommendation quality depends on context—not simply more data
• What richer candidate signals could make possible
• Why adoption, not technology, is often the hardest challenge
• How future hiring systems may evolve beyond today's resume

This conversation is also an important milestone in Signal Mapping, Signol Labs' ongoing investigation into the signals employers use throughout the hiring process.

Earlier episodes explored how hiring managers evaluate people, how recruiters scale judgment, and how applicant tracking systems filter candidates. This episode shifts upstream to the marketplaces responsible for connecting people with opportunity in the first place.

Understanding those systems helps answer a much larger question:

If we can improve the information flowing through labor markets, can we improve opportunity itself?

About Matt Plummer

Matt Plummer is Chief Product Officer at Appcast, one of the world's leading recruitment marketing platforms. He has spent years building technologies that help employers reach candidates more effectively while balancing the realities of modern hiring at enormous scale.

About The Signal Lab

Hosted by Ian Davidson, Founder and CEO of Signol Labs, The Signal Lab explores the systems connecting learning and work—from hiring technology and workforce development to digital credentials, AI, and labor market infrastructure.

If your organization is thinking about hiring technology, workforce strategy, Learning and Employment Records, digital credentials, or the future of talent marketplaces, we'd love to continue the conversation.

Learn more at SignolLabs.com

Every hiring system in the world depends on one assumption:

The information applicants submit tells employers something meaningful about what they can actually do.

That assumption is beginning to collapse.

Artificial intelligence now allows job seekers to generate customized resumes in seconds. Employers are using AI to generate job descriptions. Applicant Tracking Systems are using AI to rank candidates. Meanwhile application volumes are exploding.

The result?

Everyone looks qualified.

Recruiters are drowning in applications.

Employers are adding more requirements simply to reduce the number of people they have to review.

And the signals that hiring systems have relied on for decades are becoming increasingly difficult to trust.

In Part 3 of In Search of Signals, Ian Davidson sits down with Andrew Cunsolo, Principal Customer Solutions Partner at Employ, one of the world's largest Applicant Tracking System providers. With more than twenty-five years spent building recruiting technology—including some of the earliest resume parsing systems—Andrew has watched hiring evolve from keyword searches to AI-powered ranking.

His conclusion is surprisingly simple.

The problem isn't AI.

AI is exposing weaknesses that were already built into hiring.

Together, Ian and Andrew explore why applicant tracking systems behave the way they do, how employers actually use resumes, why application volumes are skyrocketing, and what happens when every candidate begins looking equally qualified.

More importantly, they explore what comes next.

Throughout the conversation they discuss how trusted, verifiable information—from digital credentials to Learning and Employment Records to the Trusted Career Profile—could fundamentally change how hiring systems understand people.

Rather than asking recruiters to work harder, the future may depend on giving systems better information.

This episode is part of In Search of Signals, a five-part investigation from Signol Labs examining how employers, recruiters, technology platforms, and marketplaces evaluate human potential.

Each episode follows another layer of hiring infrastructure.

Together they reveal a much bigger question:

If our systems can't reliably understand people today, how will they understand human potential in an AI-driven economy?

Guest

Andrew Cunsolo Principal Customer Solutions Partner Employ

LinkedIn: https://www.linkedin.com/in/acunsolo/

Employ: https://www.employinc.com/

About Signol Labs

Signol Labs helps organizations design the infrastructure of opportunity by connecting learning, work, skills, credentials, identity, and workforce technology.

Learn more: https://signollabs.com

Signal Mapping: https://signollabs.com/blog-signal-mapping/

Connect with Ian Davidson: https://www.linkedin.com/in/ianwdavidson/

If your organization is exploring skills-based hiring, workforce strategy, digital credentials, Learning and Employment Records, talent marketplaces, or trusted hiring data, we'd love to hear from you.

https://signollabs.com/contact-us/