Opinion: Ignacio Palomer, co -founder and general director of Bondex

The global landscape of employment changes rapidly. Today’s job looking for work are increasingly turning to generative artificial intelligence to design incentive and tailoring lists and even simulate preparation for the interview.

Agentic AI is automatically using, generative artificial intelligence develops personalized large-scale applications, and the AI ​​Auto-Flly tools allow candidates to be used to thousands of roles in a few minutes. Employers are flooded with applications that look refined, convincing and adapted – but often do not have a real signal of effort, ability or authenticity.

When someone can unscrew the polished, high-quality application with just a few AI monitors, a classic cover letter-when perceived as a chance for distinguishing and showing real intentions-is being made. It stops signaling effort or enthusiasm and begins to look more like a standard exit.

Recruitment managers are now looking at the inboxes filled with smoother, personalized applications that all seem strangely similar. And that’s where the real problem begins: if everyone sounds qualified on paper, how can you say who has skills and knows how to play hints? It’s not about who writes best, but who can prove that they can deliver in the real world.

The breakable trust system deteriorates with AI

Time-honored employment has long been based on trust -based signals, such as CVs, references and degrees, but they have always been impoverished proxy. The titles can be overstated, overstated in education and overly past. And he blurs even more, massaging unverified claims in artificial eloquence.

In the case of swift, remote native industries, such as cryptographic or decentralized autonomous ecosystems, the rates are even higher because it is scarce for deep diligence. Trust is extended quickly and often informally – risky in a nickname, global environment. More HR tools or detection of artificial intelligence do not solve it. A stronger foundation of trust is needed.

Time for verifiable reputation and employment

Think about employment manager who is trying to verify the history of work, social handles or onchain contribution.

Today, decentralized systems (DID) assist you prove that you are a real man – that you exist and you are not a bot. This is useful, but this is just the beginning.

What they do not do the deeper layer: what exactly did you do? A novel border appears – the one in which your professional history, references and cartridges can be verified and portable. It’s not just about marking the box to prove that you exist. It’s about codifying your experience so that your reputation is based on what you did, not just what you say.

Related: Blockchain requires adjustment and scalability to close the gap in employment AI

In this model, your CV becomes a programmable resource. This is not a immobile pdf, but something that can be evolved, asked, and in some cases will be privately verified without disclosing every detail. Tools such as evidence of zero knowledge appear here, giving users control over how much they reveal and to whom.

Some may argue that all this seems a bit too invasive. However, in practice, and especially in WEB3, the most grave colleagues already operate through pseudony identities based on proven activities, not on work titles. DIDS led us to “real people”. You can verify the reputation of “real colleagues”. And this is a basic change that is worth paying attention to.

From HR filters to clever contract gates

Because the reputation becomes programmable, the entire industries are becoming transformed. Subsidies, employment rounds, and even to sell tokens can utilize possible to prove the certificate as filters. Never guessing who is qualified or consistent. You cannot falsify a request for a connection in a basic repository or pretend that you have completed a course related to a token not floated (NFT) issued by an clever contract.

This makes Trust Composable – something that can be built by default into protocols and platforms. What can be proven today includes contribution, learning history and verifiable certificates. Soon the whole history of work could be onoin.

The improvement of trust in era hiring has become

The utilize of work generated by AI is only a symptom of a greater division of trust. We have long accepted unverifiable own reporting as non -performance of the commitment, and now we are dealing with consequences. Identity and confirmation based on blockchain offer a forward path-in the case when people can prove that decisions to work and employment can be based on verifiable data, not guesses.

We must stop pretending that the polished language is equal to evidence of skills. If employment – and wider reputation systems – are to survive the upcoming AI wave, we must rebuild the foundation of trust. Onchain authentication is a convincing place to start.

Opinion: Ignacio Palomer, co -founder and general director of Bondex.

This article is used for general information purposes and should not be and should not be treated as legal or investment advice. The views, thoughts and opinions expressed here are themselves and do not necessarily reflect or represent the views and opinions of Cointelegraph.