The launch of DINQ's AI-native career network addresses what the company identifies as one of the most urgent challenges in artificial intelligence: finding qualified and impact-driven talent. As AI adoption accelerates across industries, the primary constraint has shifted from capital or infrastructure to access to proven, skilled professionals. Despite increasing global demand for AI experts, most hiring platforms rely on outdated systems that fail to reflect how technical talent builds, collaborates, or grows.
Traditional resumes are static documents, and keyword-based searches only function effectively when job descriptions are written perfectly. Many top AI researchers and engineers do not maintain profiles on conventional platforms like LinkedIn. Even when candidates are visible, their actual work—including code, research papers, and open-source contributions—often remains scattered across various platforms, making comprehensive assessment difficult for hiring teams.
DINQ aims to bridge this gap by creating a dynamic professional identity specifically designed for the AI era. The platform's core feature, the DINQ Card, aggregates a user's research, repositories, and professional signals from platforms such as GitHub, arXiv, Google Scholar, and LinkedIn into a single, continuously updated profile. This enables hiring teams to evaluate candidates based on what they have built and contributed, rather than solely on where they have worked or their educational pedigree.
"AI is not just changing how we hire. It is redefining what talent even means," said Sam Ko, founder and chief executive officer of DINQ. "In the AI era, resumes, titles, and static profiles are obsolete. What truly matters is the real signal: what you build, who you collaborate with, and how fast you evolve. AI talent recruitment must shift from keyword matching to understanding people as living systems."
Kelvin Sun, co-founder and chief operating officer, emphasized the shift toward performance-based evaluation. "Hiring for AI is no longer about pedigree. It is about performance. Recruiters need to see how a candidate contributes, who they have worked with, and where their impact is visible. Our goal is to remove the guesswork and bring clarity to the hiring process." Sun previously served as a technology portfolio talent partner at Sequoia Capital China, where he advised on hiring for nearly 100 top technology startups in the region.
The platform's launch is timed to coincide with the beginning of the 2026 hiring cycle, a period that historically sees increased hiring activity from companies initiating new projects and recent graduates entering the job market. DINQ is positioned to meet this demand by facilitating better talent discovery and more accurate connections between candidates and employers.
This development is critically important because industry estimates project that more than two million AI-related roles will remain unfilled globally in 2026. Recruiters consistently report growing difficulty in sourcing qualified candidates, a problem that persists despite record-level investments in AI technology and infrastructure. The inability to efficiently match skilled professionals with appropriate roles represents a significant bottleneck for innovation and economic growth across sectors increasingly dependent on artificial intelligence.
The DINQ platform is available now at https://dinq.me. Users can create a DINQ Card at no cost and begin showcasing their work within minutes, potentially transforming how AI talent is discovered and evaluated in a market facing severe shortages.
