Martina, the Algorithm, and the Illusion of Ease
What happens when a luxury influencer decides to completely rethink the way we search for (and are discovered in) the world of work?
Martina Strazzer, born in 1999 and already known for having turned a jewelry brand into a viral success, has decided to change course. With Taccier, the new app launched on June 4th, she aims to reinvent the job market through the power of algorithms and artificial intelligence.
The mechanism is simple: you register, upload your CV (or better yet, let the AI read and process it for you), and then wait. The novelty lies in the fact that it’s the company that contacts you. No more applications, no more cover letters, no more endless scrolling through confusing job ads. A small revolution in the world of job-search apps and, more broadly, in the way we seek employment—though it silently raises a key question: is this really how we want it to work?
Strazzer’s idea is smart, modern, and seemingly liberating. It responds to a real need: to reduce friction in the job search, to avoid frustration and wasted effort, to accelerate meaningful matches. Yet in telling this story, I see a risk that gives me pause: the risk of suggesting that work today is something found “by correspondence,” that all you need to do is show up and wait to be chosen. Of course, this is not the app’s fault—it’s the way technological language, once it becomes cultural narrative, tends to oversimplify human experience. And yet, job searching is not merely about securing a position; it’s about positioning oneself, telling a story, making mistakes, trying again. It’s also a form of self-discovery, not just matching.
In my professional experience, I’ve often met companies that complain they “can’t find candidates.” But on closer inspection, the issue isn’t quantity—it’s the disconnect between what they read on a profile and what the company truly needs. Today, there are too many profiles, but far too few that convey coherence, vision, and motivation. In this sense, AI can certainly help—but it’s not enough on its own. The real differentiator isn’t automation—it’s context: the ability to build genuine, strong, and recognizable professional relationships.
What strikes me about Taccier, for better or worse, is how closely it reflects the traits of the generation it targets: fast-paced, hyperconnected, impatient, yet vulnerable in the face of the complexities of professional self-definition. And this should prompt reflection for all of us: businesses, consultants, educators, and policymakers. Perhaps the question isn’t whether Taccier works. Perhaps the real question is: what kind of idea of work are we helping to shape? One made solely of skills, filters, and calendar slots—or something broader and more evolved, that weaves together vision, time, stories, and even uncertainties?
I’m deeply interested in anything that challenges traditional models—especially when it touches the way we work, grow, and find meaning. If you're reflecting on these themes as an entrepreneur, professional, or simply a curious observer, feel free to reach out. The most valuable conversations almost always start this way.
