However, my hypothesis is that matching on 'Problem Vectors' might actually help break the cycle of 'only getting hired for what you've already done.'

Transferable Complexity: A traditional recruiter sees 'Game Dev' and ignores them for a Fintech role. But a vector model might see that the candidate solved a 'distributed concurrency' problem in a game that is mathematically similar to the 'payment sync' issue in the JD. It matches on capability, not just domain keywords. Signal for Juniors: Currently, ATS filters reject Juniors based on '0 years experience.' If a Junior has tackled a complex logic problem in a hobby project or Hackathon, this system highlights that specific signal. It gives them a fighting chance based on code reality rather than resume keywords. That said, I agree this model naturally leans towards Senior/Specialist roles where specific technical gaps need immediate filling. It's not a silver bullet for 'hiring for potential,' but I hope it's a step up from the current keyword-soup approach.