The Hiring Encabulator is being designed to eliminate all hiring mistakes.
Not reduce. Eliminate.
That’s 50% of new hires who underperform or quit within 18 months? Gone. The fake resumes. Gone. The 90-day wonders. Gone.
The core innovation 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.
In the process the Hiring Encabulator eliminates job postings, makes résumés irrelevant, and renders the ATS obsolete.
Through the strange alchemy of AI, four minds across different centuries collaborated to build it.
We interviewed them.
Meet the Hiring Encabulator Builders
Albert Einstein, Theoretical Physicist
Why hiring?
“Everyone applies the same flawed logic and expects different results. They screen for skills. They filter for credentials. They rank candidates by experience. And the failure rate stays at 50%. They’re solving the wrong equation.”
What did you contribute?
“The formula. E=mc² revealed that energy equals mass times the speed of light squared. The exponent is everything — a tiny amount of mass releases enormous energy because c² is the multiplier. The hiring industry makes the same mistake physicists made before me: they treat the critical variable as linear when it’s actually exponential.
The Encabulator runs on a parallel formula: Ability times Fit times Motivation squared or more. Motivation isn’t a nice-to-have. It isn’t additive. It is the exponent that transforms everything. Motivation squared impacts both the quality and quantity of performance. A person with moderate ability and exceptional motivation will dramatically outperform someone with exceptional ability and moderate motivation.
“And without Motivation squared, there is no performance. They’ve been doing arithmetic when they should have been doing calculus.”
Alfred Adler, Founder of Individual Psychology
Your theory diverged from Freud’s. How does it apply here?
“Freud believed humans are pushed by their past — by trauma, by history, by what happened to them. I believe humans are pulled by their future — by goals, by purpose, by what they are becoming. Traditional hiring looks backward. It asks: what skills do you have? What have you done? The Encabulator looks forward. It asks: what do you want to become? Where are you going? This attracts a completely different person.”
What kind of person?
“The ambitious. The growth-minded. The ones who take a job because it represents a genuine next chapter — not a lateral move for 10% more pay. These people stay. They produce. They transform organizations. And they are systematically filtered out by skills-based screening. The Encabulator’s motivational embeddings — what we call Adlerian Future-State Tokens — detect this orientation instantly.”
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 squared. Or more! Everything else is noise. We eliminated the noise.”
Taiichi Ohno, Architect of the Toyota Production System
You revolutionized manufacturing. What’s wrong with hiring?
“Waste. Everywhere I look, waste. Why? The industry spends $60 billion per year and produces a 99% defect rate — a Sigma below zero! — when you consider the rejected resumes filtered on factors that aren’t predictive. In manufacturing, this would be a catastrophe. In hiring, it is called normal. Why? They still post jobs. Why? They process 300-500 applicants to find one decent hire. Why? And 50% of these underperform within 12-18 months. Why? They react to turnover instead of preventing it. Why?
Current hiring is not a system. This is chaos with a budget.”
How does the Encabulator fix it?
“Kanban. Just-in-time. Instead of reactive scrambling when someone quits, you build relationships months ahead. Instead of drowning in applications, you maintain right-sized talent pools. Instead of filtering for keywords, you match for performance outcomes — because performance is where Motivation squared becomes visible. The MCP server integration enables continuous talent flow optimization with sub-cycle latency. The result: lower cost, higher quality, faster throughput, fewer defects. The same principles that transformed manufacturing will transform hiring.”
Why They Built It
The hiring industry doesn’t have an efficiency problem. It has a design problem.
The Encabulator isn’t an optimization. It’s a replacement.
It eliminates job postings — replacing them with Career Matrices that let candidates self-select into trajectories, not titles.
It makes résumés obsolete — matching people to performance outcomes rather than skill keywords.
It destroys the ATS — because when you’re not processing thousands of applications you don’t need, you don’t need industrial-scale sorting.
The entire system runs on a multi-agent LLM backbone with retrieval-augmented generation across forty years of validated hiring outcome data. No hallucinations. No prompt injection vulnerabilities. Just results.
The prototype is ready.
Click here to determine if your company needs one.
Comment below if you’d like to try it out.