Hi, I'm Tyler.

I got laid off from a tech company in 2025, the same quarter thousands of other people across all kinds of industries got the same email. Tech, retail, healthcare, media, finance. Round after round of cuts, every week another company on the list. If you've been through it, you know the shape of the days that follow. Open the laptop, queue up the job boards, start clicking.

I told myself I'd treat the search like a job. I'd hit fifty applications a day. I tuned a cover-letter template, built a tracking spreadsheet, set a timer. For weeks I kept that pace, fifty and fifty and fifty, and watched the reply column stay almost entirely empty.

A handful of interviews trickled in, mostly from companies where I knew someone. The rest just went silent. And I couldn't figure out why. The roles fit. The resume was strong. The cover letters were tight. None of it seemed to matter.

What I eventually realized, after talking to recruiter friends, to other laid-off engineers, to a couple of hiring managers who were generous with their time, is that the resume wasn't getting read. Not by anyone who could say yes. On most postings, the first screen is a recruiter scanning for keywords. Sometimes it's a recruiter who isn't even technical, just matching the letters they were told to look for. And more and more often these days, that first pass isn't done by a person at all. It's an automated system, an LLM, an applicant-tracking filter throwing out everything that doesn't say the magic words in roughly the right order.

So if your resume doesn't speak that specific posting's language (the exact phrasing the JD uses for the stack, the seniority, the domain) it gets filtered out before a human ever sees it. Doesn't matter how strong your background is. Doesn't matter that you've shipped exactly the thing they're hiring for. The first reader isn't looking for that. It's looking for keywords.

The answer was obvious and miserable. Customize the resume for every single posting. Re-emphasize the experience that matches that JD. Use that company's words for what you'd done. Rebuild the skills section so the keywords they were scanning for were the ones at the top.

I did it by hand for a while. Read the JD, open the resume, rewrite the summary, reorder the bullets, swap one project for another. Every application took 30 to 45 minutes if I was being honest with the customization, and I was supposed to be doing fifty of these a day. The math didn't work. The whole day disappeared into resume surgery, and I still wasn't applying to enough places to outrun the silence.

So I started writing scripts. Small ones at first. Pull the JD, extract the key phrases, suggest where my existing experience already matched. Then it grew. A reader that actually understood the posting instead of keyword-matching. A scoring model so I'd stop wasting time on roles that weren't really a fit. A resume generator that bent my real background toward the specific language of each posting, without inventing anything I hadn't done.

That's where INAJ came from. It wasn't a product plan. It was the tool I built to make my own search survivable.

Once the resume problem was tractable, the next bottleneck showed up. I'd land an interview and realize I knew almost nothing about the company beyond their landing page. Who's on the team? What just shipped? Who's the hiring manager and what did they work on before this? What are the questions this specific kind of company tends to ask?

So I built that in too. Company research, leadership context, recent news, an interview-prep dive that walks through likely questions with my strongest answers ready before I walked in. The tool kept expanding into whatever the next painful part of the search turned out to be.

When friends started asking if they could use it (other people who'd been laid off in the same wave), I knew it wasn't just mine anymore. And as more people tried it, one thing became really clear. The keyword-screen problem isn't a tech problem. It's everywhere. Teachers are getting filtered the same way. So are nurses, sales reps, project managers, accountants, designers, anyone whose resume passes through an ATS or a recruiter inbox. The fix is the same too, and INAJ does it the same way no matter what field you're in. You don't need to be technical to use it. There is nothing to install, nothing to configure, no jargon.

The problem isn't going away either. Companies are still announcing layoffs every week, thousands at a time, in every industry. Unemployment is high and climbing in a lot of sectors. The job market is harder than it's been in a long while, and the screening tech between you and the hiring manager keeps getting more aggressive.

If you're in that wave right now, fifty applications a day, almost no replies, the slow grind of wondering what's wrong, I built this for you. Same person who built it for himself a few quarters earlier, when someone needed to.