Use case
Executive Hiring Through Trust
The best hires come through trusted paths. The paths are invisible to every applicant-tracking system ever built.
The intent, as typed
“Find a VP of Operations who has scaled a regulated consumer product across EU markets, reachable through people who have worked with them.”
wants: cap/logistics · cap/distribution
Everyone knows referred candidates outperform, and every referral program still fails the same way: it asks employees to search their memory on demand. The knowledge of who has actually worked with whom — and would vouch for them — never makes it into any system.
As trust/1 edges with worked-with provenance, that knowledge becomes routable. A hiring intent finds candidates two hops out through people whose judgment the graph can weight by sealed outcomes, and the approach arrives through someone the candidate trusts — which is the difference between a LinkedIn cold message and a call that gets returned.
The consent machine matters double here: a candidate exploring quietly is protected by the same veil as everyone else, and a hop who declines to broker leaves no trace the requester can read. Recruiting through trust only works if the trust cannot leak.