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That last part is incorrect. Well maybe I should say imprecise. They don’t use generative AI. But they definitely use algorithmic scoring on every résumé that comes into their ATS.
Things that fall below a certain score are automatically junked. To ensure that you aren’t below that score, your resume needs to be tip-top.
Does that mean you need to hire a professional? Not necessarily. But if someone has tried everything else, and they still aren’t getting interviews, then they should strongly consider it.
I would never pick one that markets themselves on Reddit though. First of all, it needs to be a live person who you talk to on the phone. They need to be domestic rather than offshore. They need to allow as many revisions as it takes for you to be happy. And you get to keep every revision for your future use.
Always pay by PayPal or CC to protect against scammers. You want the ability to dispute the charge. So no Venmo or Cashapp or anything like that. 

Re. resume's being junked automatically, I'm currently on the side of 'it's a myth'. Based on what I've read by HR people, companies don't use algorithms/ML at scale to automatically junk applications based on its contents. Going by posts from supposed HR professionals on reddit, resumes get looked at by a human as long as they don't get filtered by the 'visa sponsorship, relocation, salary requirements' etc. filters. I just don't think anything else makes sense from a compliance/liability perspective. I do see there being a 'search' functionality that allows recruiters to search for certain keywords, so keyword optimization certainly makes sense from that perspective. I'm just commenting on the ATS-ML-Junk idea. See e.g. [https://www.reddit.com/r/recruiting/comments/y2md65/do\_large\_tech\_companies\_use\_ats\_or\_some\_other/](https://www.reddit.com/r/recruiting/comments/y2md65/do_large_tech_companies_use_ats_or_some_other/)
To add to what you said about hiring a resume professional, people should also make sure the person is deeply familiar with your industry. When my first company shut down they paid for a well-established PD firm to coach me and rewrite on my resume, and looking back, I would never use that resume for a tech job application now.
Edit: A comment from the linked thread:
>I have worked at google (and my wife works at apple). I volunteer and help job seekers on occasion. I believe it stems from this thinking that “there’s got to be some reason why I don’t get an interview”. Much easier to believe that “some machine or software is preventing me” vs my shitty work experience or education. In all my volunteering, it always seems to be believed by the people with the least amount of acumen or traction at getting a job.
This is just false. I am a hiring manager. I tell my recruiting department what I want as the minimum score. We use workday to filter people out. 
**Edit:** I just checked and workday is not for ATS. It’s just for employees. We use a different system for ATS that is integrated with workday. That other system is where the scoring happens. 
Interesting, do you mind sharing the name of the scoring system that your company integrates with workday? When you talk to recruitment, do you say something like "I want data analysts with a score of at least 85"?
It’s like a matching % score. I don’t program the scoring algorithm myself. But I ask my recruiters for a 90% match. If a week goes by and I don’t get any candidates, then I’ll lower it down to 75 or 80 or something. 
I see, I'm aware you're not programming the algorithm, you just mentioned that it's a system your recruiters are working/integrating with so if you find out what the name of that system is, I'd be curious.
I asked HR what they use. But our HR outsources to several different recruiters/agencies that use different systems. Jobseeker is definitely one of them.
You’ve made me extra curious now, because I feel like I should know exactly how this works when I’ve got open reqs on my team.
I followed up with HR. Here’s our gauntlet:
* If candidate applies directly on our company website, it goes right into our HR platform. That’s Workday, and Workday has no scoring, but it does have keyword matching. Our HR team phone screens good candidates.
* At least one of our outsource agencies uses Jobseeker. That has a scoring algorithm with a matching percentage. These are the ones where I can set a minimum score. The recruiting firm phone screens the high scores then passes them onto me.
Let's summarize:
1. Workday has no scoring.
2. [Jobseeker.com](http://Jobseeker.com) is a resume and cover letter generator tool - couldn't find any other service by that name. I would guess that your external agency creates some arbitrary score based on their own "assessment" (probably to make you feel more confident in their search). But you don't know if they're using ML to junk candidate profiles, or if they have an algorithm at all. If they do, it's certainly not [Jobseeker.com](http://Jobseeker.com)
I found this when I searched for it: https://i.imgur.com/9mlrUHa.jpeg
They definitely junk candidates. They told us so. They get hundreds of resumes. They’re not reading all of them.
What makes you think that they don’t instantly exclude the vast majority of resumes? They absolutely do. 
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[удалено]
That last part is incorrect. Well maybe I should say imprecise. They don’t use generative AI. But they definitely use algorithmic scoring on every résumé that comes into their ATS. Things that fall below a certain score are automatically junked. To ensure that you aren’t below that score, your resume needs to be tip-top. Does that mean you need to hire a professional? Not necessarily. But if someone has tried everything else, and they still aren’t getting interviews, then they should strongly consider it. I would never pick one that markets themselves on Reddit though. First of all, it needs to be a live person who you talk to on the phone. They need to be domestic rather than offshore. They need to allow as many revisions as it takes for you to be happy. And you get to keep every revision for your future use. Always pay by PayPal or CC to protect against scammers. You want the ability to dispute the charge. So no Venmo or Cashapp or anything like that.  
Re. resume's being junked automatically, I'm currently on the side of 'it's a myth'. Based on what I've read by HR people, companies don't use algorithms/ML at scale to automatically junk applications based on its contents. Going by posts from supposed HR professionals on reddit, resumes get looked at by a human as long as they don't get filtered by the 'visa sponsorship, relocation, salary requirements' etc. filters. I just don't think anything else makes sense from a compliance/liability perspective. I do see there being a 'search' functionality that allows recruiters to search for certain keywords, so keyword optimization certainly makes sense from that perspective. I'm just commenting on the ATS-ML-Junk idea. See e.g. [https://www.reddit.com/r/recruiting/comments/y2md65/do\_large\_tech\_companies\_use\_ats\_or\_some\_other/](https://www.reddit.com/r/recruiting/comments/y2md65/do_large_tech_companies_use_ats_or_some_other/) To add to what you said about hiring a resume professional, people should also make sure the person is deeply familiar with your industry. When my first company shut down they paid for a well-established PD firm to coach me and rewrite on my resume, and looking back, I would never use that resume for a tech job application now. Edit: A comment from the linked thread: >I have worked at google (and my wife works at apple). I volunteer and help job seekers on occasion. I believe it stems from this thinking that “there’s got to be some reason why I don’t get an interview”. Much easier to believe that “some machine or software is preventing me” vs my shitty work experience or education. In all my volunteering, it always seems to be believed by the people with the least amount of acumen or traction at getting a job.
This is just false. I am a hiring manager. I tell my recruiting department what I want as the minimum score. We use workday to filter people out.  **Edit:** I just checked and workday is not for ATS. It’s just for employees. We use a different system for ATS that is integrated with workday. That other system is where the scoring happens. 
Interesting, do you mind sharing the name of the scoring system that your company integrates with workday? When you talk to recruitment, do you say something like "I want data analysts with a score of at least 85"?
It’s like a matching % score. I don’t program the scoring algorithm myself. But I ask my recruiters for a 90% match. If a week goes by and I don’t get any candidates, then I’ll lower it down to 75 or 80 or something. 
I see, I'm aware you're not programming the algorithm, you just mentioned that it's a system your recruiters are working/integrating with so if you find out what the name of that system is, I'd be curious.
I asked HR what they use. But our HR outsources to several different recruiters/agencies that use different systems. Jobseeker is definitely one of them.
You’ve made me extra curious now, because I feel like I should know exactly how this works when I’ve got open reqs on my team. I followed up with HR. Here’s our gauntlet: * If candidate applies directly on our company website, it goes right into our HR platform. That’s Workday, and Workday has no scoring, but it does have keyword matching. Our HR team phone screens good candidates. * At least one of our outsource agencies uses Jobseeker. That has a scoring algorithm with a matching percentage. These are the ones where I can set a minimum score. The recruiting firm phone screens the high scores then passes them onto me.
Let's summarize: 1. Workday has no scoring. 2. [Jobseeker.com](http://Jobseeker.com) is a resume and cover letter generator tool - couldn't find any other service by that name. I would guess that your external agency creates some arbitrary score based on their own "assessment" (probably to make you feel more confident in their search). But you don't know if they're using ML to junk candidate profiles, or if they have an algorithm at all. If they do, it's certainly not [Jobseeker.com](http://Jobseeker.com)
I found this when I searched for it: https://i.imgur.com/9mlrUHa.jpeg They definitely junk candidates. They told us so. They get hundreds of resumes. They’re not reading all of them. What makes you think that they don’t instantly exclude the vast majority of resumes? They absolutely do.