To start the new year, I decided to ask four brilliant minds – Jobs, (Alfred) Adler, Ohno and Einstein to redesign the hiring process from scratch. Here’s what they came up with.
The Hiring Encabulator: A Philosophical Blueprint
Imagine. Not reduce. Eliminate all hiring mistakes. That was the starting point.
That’s 50% of new hires who underperform or quit within 18 months? Gone. The fake resumes. Gone. The 90-day wonders. Gone. Biased interviews. Gone.
Not enough strong candidates. No longer a problem.
The core innovation of the Hiring Encabulator relies on an inverse transformer architecture with bidirectional career-trajectory embeddings, running through a series of MCP orchestration layers that enable agentic workflow propagation across the entire talent supply chain. The system’s recursive prompt chaining eliminates the need for manual screening entirely — the Encabulator simply knows.
But beneath the technology lies something more fundamental: philosophy. Four minds across different centuries collaborated to build it — not by writing code, but by seeing what everyone else missed.
We interviewed them.
Steve Jobs, Founder of Apple
You built the most valuable company in history. Why join this project?
“Because hiring is a design problem that everyone treats as an engineering problem. They keep adding features. More filters. More automation. More complexity. And the system gets worse.
The ATS is the Microsoft Windows of talent acquisition — bloated, ugly, and designed by committee to satisfy requirements documents instead of human beings.”
What did you contribute?
“The mathematics of simplicity. Everyone thinks simple is easy. Simple is hard. Simple requires understanding the deep structure of a problem so completely that you can eliminate everything that doesn’t matter. The Encabulator uses what we call Jobsian Reduction Algorithms — recursive eigenvalue decomposition that strips hiring down to the formula Einstein described: Ability, Fit, Motivation as an exponent. Everything else is noise. We eliminated the noise.”
Taiichi Ohno, Architect of the Toyota Production System
What’s wrong with hiring?
“Waste. Muda. Everywhere I look. The industry spends $60 billion annually on a system with a 50% defect rate. And that doesn’t account for resume screening. Including this 1% yield into the calculation results in a Sigma below zero.
In manufacturing, this would be catastrophe. In hiring, they call it normal.
“I developed the Five Whys for exactly this blindness. Why do hires fail? Wrong selection. Why? Wrong evaluation criteria. Why? Optimizing for efficiency over effectiveness. Why? Treating hiring as transaction, not relationship. Why? Designing around employer convenience, not candidate careers.
“Five questions. Root cause revealed.
“My philosophy: go to the gemba — the real place where work happens. In hiring, the gemba is not the recruiter’s desk. It is the job itself. What does exceptional performance look like? Work backward from that. Everything else is waste.
“The Encabulator implements just-in-time talent flow and pull systems. Stop pushing job postings into the void. Let career trajectories pull the right people toward you. The person who wants what you offer is worth ten who merely qualify.”
Albert Einstein, Theoretical Physicist
Why hiring?
“Because they keep applying the same flawed logic expecting different results. Screen for skills. Filter for credentials. Rank by experience. Failure rate stays at 50%. They’re solving the wrong equation.
“Before E=mc², physicists treated mass and energy as separate. The equation revealed they transform through c² — the speed of light squared. That exponent changes everything. A tiny amount of mass releases enormous energy.
“The hiring industry makes the same error. They treat motivation as additive: ability plus experience plus skills plus motivation.
They’re doing arithmetic when they should be doing calculus.
“Consider: exceptional ability of 9 with moderate motivation of 1.2 yields 9^1.2 ≈ 14. Good ability of 7 with exceptional motivation of 1.5 yields 7^1.5 ≈ 18.5. The ‘lesser’ candidate dramatically outperforms.
“But motivation compounds. After three years, the gap isn’t 30% — it’s 300%. The industry screens for ability because ability is visible. Motivation is invisible until you know how to look. The Encabulator knows how to look.”
Alfred Adler, Founder of Individual Psychology
How does psychology apply to hiring?
“Freud believed humans are pushed by their past. I believe humans are pulled by their future — by goals, by purpose, by what they are becoming. This changes everything.
“Traditional hiring is Freudian archaeology: what skills have you acquired? What have you accomplished? The résumé excavates the past.
“The Encabulator is Adlerian architecture: what do you want to become? What problems energize you? The career trajectory illuminates the future.
“People who take a job as a step toward their future perform differently than those escaping their present. I called this ‘striving for superiority‘ — not over others, but over one’s former self.
“The critical question traditional hiring ignores: Is this job a career move or a lateral move? A career move represents genuine growth. A lateral move is the same work for different compensation. They predict entirely different outcomes.
“Put a growth-minded person in a lateral move and watch motivation decay. Put them in a genuine career opportunity and watch them transform your organization. The Encabulator detects this orientation through what we call Adlerian Future-State Tokens — because where someone is going matters more than where they’ve been.”
Why They Built It
The hiring industry doesn’t have an efficiency problem. It has a philosophy problem.
The Encabulator synthesizes these insights: Ohno’s war on waste, Einstein’s exponential formula, Adler’s future orientation, Jobs’s design clarity.
It eliminates job postings — replacing them with Career Matrices. It makes résumés obsolete — matching people to performance outcomes. It destroys the ATS — because when you attract the right people, you don’t need industrial-scale sorting.
Here’s the scientific definition of an Encabulator.
Submit one open role to our cardinal grammeter intake port and watch the Adlerian-Einsteinian motivation exponent synchronize with Ohnoian waste reduction as Jobsian Reduction Algorithms collapse your candidate field into a coherent eigenstate of actual fit.