I work super closely with recruitment and HR to ensure this doesn't happen. If they are unsure of a candidate, they just send a quick note on slack asking for

I work super closely with recruitment and HR to ensure this doesn't happen. If they are unsure of a candidate, they just send a quick note on slack asking for a thumbs up/down on them. Honestly, after a year or so of experience, they kind of learn what technologies are analogs to the ones we use. We recently had a person who did COBOL apply, which through recruiting for a loop. I do get frustrated with the way our engineering manager write job descriptions. Especially since they can be wishy-washy on what they actually want (early on, candidate is good, but later on, mgmt wants more experience). It's been even worse recently as they've been just throwing out seemingly random job titles in order to just get candidates to bite. So I go for an interview and see they are applying for a job title like "data science engineer," and when I ask the manager wtf that is, they say, oh, that's your position (def NOT data science), but that job title gets more applicants. I used to think HR was the problem, but the more I make sausage, the more I realize that engineering managers are a big part of the problem.