Certainly. It is far more time than what our recruiter would put into it; but I don't see resumes until they've at least been filtered that way, so I don't real

Certainly. It is far more time than what our recruiter would put into it; but I don't see resumes until they've at least been filtered that way, so I don't really have to deal with a deluge, just a slow trickle. We're also a relatively small company, so the number of applicants is a bit reduced by that. If I can find prior art that is effectively their patent, it shows to me that they were engaged in patenting something that shouldn't be patented. I have strong personal feelings about that, and I do not much want to work with someone that believes that every idea that _can_ be patented _should_ be patented. With that said, there are many other reasons I would reject a candidate before I would reject them over this. If anything, with the relatively small number of resumes that I get on a weekly basis, anyone having any patents on their resume is going to raise a red flag that I am going to poke at more. It also gives me another topic to engage the candidate on, and on one occasion that lead to a conversation that made me vote to hire the candidate.