I don't have examples that come to mind of "red flags" on resumes that are otherwise reasonable. I approach resume screening as a way of qualifying a candidate

I don't have examples that come to mind of "red flags" on resumes that are otherwise reasonable. I approach resume screening as a way of qualifying a candidate, not disqualifying them. I'm looking for positive signal, not negative. Do they have experience in the domain or technology I care about? Have they worked in teams and environments that would indicate they could succeed here? Are there are any notable successes, or interesting hobbies or side projects that make them stand out? If they clear the bar, I move to a phone screen. It's not until much later in the hiring process that we start to look for "red flags" that might indicate something is amiss. Depending on the volume of qualified candidates and number and urgency of roles available, I can dial different stages of the funnel up and down to optimize for efficiency vs. hiring speed (though the bar to get hired remains the same regardless).