What started as a summer project has quickly turned into a deeper motivation for change as we have built QuickLancer.

As we are entering the space of online job searching (both as developers of this platform and as students preparing for the workforce) we have noticed how redundant and inequitable this system is to all but the one percent of candidates.

Our mission is not to simply bring jobs and opportunities to talented people but rather to change the language around what an employee is. In the current landscape it is far too easy to boil an applicant down to a title and a degree; as that is all that an algorithm searches for as it reams through millions of resumes.

Do traditional algorithms take into account the client-facing skills a server must have while working in a restaurant or do they cast this experience aside as non-relevant?

How about the technicality that is required by a construction apprentice? Does a traditional algorithm look to find common ground between this applicant and a job in finance?

Does a traditional algorithm look for and take into account interests, aspirations and hobbies? Of course not. After all, “how could these ever be relevant to the workplace?”

Sam is so much more than a developer, Will is so much more than a salesperson, and you are so much more than what can fit within a resume and cover letter. We want to express that side to the market.

You are the niche.