Why TEDNE exists
TEDNE (“This Engineer Does Not Exist”) started as a very simple frustration: job hunting in tech began to feel like applying to fantasy novels. Great roles, broken apply buttons. “Entry-level” posts asking for 8+ years in tools younger than your laptop. Six-stage interview marathons. Ghosting. AI screens that never talk to a human.
- We wanted signal. Not “Best Employer 2025” awards. Real experience from real candidates.
- We wanted receipts. Listings, repost history, interview stories, and outcomes, anonymized.
- We wanted fairness. Transparency without harassment, doxing, or witch-hunts.
So we’re building the “Rotten Tomatoes” of tech hiring, a community score based on verified listings and user reports, paired with JobGoblin (our savage AI persona) to translate corporate nonsense into plain human language.
The problem we’re solving
There are great companies out there, and then there’s the reality many candidates keep hitting: jobs that are “always open” but never hire, roles posted for optics, application flows designed like a maze, and interview processes that consume weeks of time with no closure.
Glassdoor, Kununu, and friends help, but hiring reality is often hidden in the details: the listing itself, the repost patterns, the process steps, and the candidate experience. TEDNE exists to capture those patterns and make them visible.
How TEDNE works
Community receipts + structured tags + AI analysis, focused on practices, not people.
Receipts-first submissions
Users submit a job listing with a source link + screenshot. We classify it (source, seniority, location), detect red flags, and keep a clean timeline of updates.
Crowd Score (no brigading)
Reactions and votes roll up into a “Rotten Tomatoes” style signal. One vote per account, anti-bot protections, and moderation rules to prevent harassment.
JobGoblin analysis
JobGoblin roasts the listing for realism: “Bullshit Score”, “human years needed”, “time-travel required”, and a short + long breakdown. Funny, but grounded in what’s actually written.
We are not “anti-AI”
We use AI proudly, to extract structure from messy job text, detect repost patterns, summarize red flags, and surface trends the human eye misses.
What we’re pushing back on is dehumanized hiring: AI-only interviews, opaque ATS scoring, “pre-qualification” that never reaches a human, and processes that treat candidates like training data. Hiring is human, and candidates deserve human accountability.
Our line in the sand
TEDNE is built to expose broken practices, not to attack individuals. No doxing. No harassment. No witch-hunts. No private data. We aim for “constructive-snarky”: humor is welcome; cruelty isn’t.
If a company wants to improve, we want to track that too: better job descriptions, clearer interview steps, reduced ghosting, transparent salary ranges - and a visible “reality score” that earns trust over time.
What’s next
The first milestone is simple: build a Wall of No that people actually use - clean UX, strong tagging, and reliable anonymity protection.
From there: deeper drill-down (by company, recruiter, tech, region), process transparency, and tools that help companies publish job ads that are market-realistic and human.