Author: Ignacio Palomera, Co-founder and CEO of Bondex

The global recruitment landscape is changing rapidly. Today's job seekers are increasingly turning to generative AI to draft cover letters, customize resumes, and even simulate interview preparation.

Agent AI is automatically applying, while generative AI is drafting personalized applications on a large scale. AI application tools enable candidates to apply for thousands of positions in just minutes. Employers are inundated with beautifully crafted, persuasive, and tailored applications—often lacking any real effort, capability, or authenticity signals.

When anyone can create polished, high-quality applications with a few AI prompts, the traditional cover letter—which was once seen as an opportunity to stand out and showcase genuine intent—has become commoditized. It no longer conveys effort or enthusiasm, but instead starts to resemble standardized output.

Hiring managers are now staring at inboxes filled with beautifully personalized applications, but these applications feel strangely similar. This is where the real problem lies: if everyone sounds qualified on paper, how do you distinguish who has the skills and who knows how to operate the prompts? It’s not about who writes the best, but about who can prove they can deliver results in the real world.

Traditional hiring has long relied on trust-based signals such as resumes, recommendation letters, and degrees, but these have always been weak proxy indicators. Positions can be exaggerated, education can be inflated, and past work can be overstated. AI makes things even murkier, using human eloquence to mask unverifiable claims.

For fast-paced, remote-first industries like cryptocurrency or decentralized autonomous organization (DAO) ecosystems, the risks are even higher, as there is often little time for deep due diligence. Trust is extended quickly and often informally—this is dangerous in a pseudonymous, global environment. More HR tools or AI detection won’t solve this problem. What is needed is a stronger foundation for trust itself.

Consider a hiring manager trying to verify work history, social accounts, or on-chain contributions.

Today, decentralized identity (DID) systems help you prove you are a real person—you exist and are not a bot. This is useful, but it’s just the beginning.

What they do not address is the deeper question: what have you actually done? A new frontier is emerging—your career history, credentials, and contributions can be verified and become portable. This is not just about checking a box to prove you exist. It’s about encoding your experiences, allowing your reputation to be built on what you have done, not just what you say.

In this model, your resume becomes a programmable asset. It is not a static PDF, but something that can evolve, be queried, and in some cases, be privately verified without disclosing every detail. This is where tools like zero-knowledge proofs come into play, allowing users to control how much they disclose and to whom.

Some may feel that all of this seems a bit too invasive. However, in practice, especially in Web3, most serious contributors have already operated under pseudonymous identities based on provable actions rather than job titles. DID gets us to "real person." Verifiable reputation gets us to "real contributor." This is the fundamental shift worth paying attention to.

As reputation becomes programmable, the entire industry stands to be reshaped. Funding, hiring rounds, and even token sales can use provable credentials as filters. No longer will there be a need to guess who is qualified or compliant. You cannot fake a pull request merged into the core codebase, or pretend to have completed a course related to non-fungible tokens (NFTs) issued by a smart contract.

This makes trust composable—something that can be built into protocols and platforms by default. What can be proven today includes contributions, learning history, and verifiable credentials. Soon, entire work histories may be on-chain.

AI-generated job applications are merely a symptom of a larger trust collapse. We have long accepted unverifiable self-reports as the default method of hiring, and now we are facing the consequences. Blockchain-based identity and credential systems provide a way forward—individuals can prove their work, and hiring decisions can be based on verifiable data rather than guesswork.

We need to stop pretending that polished language equals proof of skill. If hiring—and the broader reputation system—is to survive the impending wave of AI, we need to rebuild the foundation of trust. On-chain credentials are a compelling starting point.

Author: Ignacio Palomera, Co-founder and CEO of Bondex.

Related: Security Company: Coinbase's Preferred AI Programming Tool May Be Hijacked by New Virus

This article is for general informational purposes only and is not intended and should not be construed as legal or investment advice. The views, thoughts, and opinions expressed here are solely those of the author and do not necessarily reflect or represent the views and opinions of Cointelegraph.

Original: “Opinion: Blockchain-based Authentication Can Help HR Tackle AI-Generated Job Applications”

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