In my experience, the article is off base thanks to a fundamentally flawed premise: misuse of resumes by bad companies means don't use it for good companies. O

In my experience, the article is off base thanks to a fundamentally flawed premise: misuse of resumes by bad companies means don't use it for good companies. On the contrary, good roles need a good resume (CV) process to cast a wide enough net to find great teammates. 1. The idealistic teenager version of this does exit: at companies that value craft and domain know-how. 2. The ratio is not 10 delusional to 40 qualified, the ratio is 40 delusional to 10 qualified, maybe. (I've reviewed 5 figures of resumes.) 3. A bad company has unqualified screeners, in a disinterested department, as described in the blog. That's indeed terrible. Don't apply there!!! 4. A good company, screening is performed by people with mastery of the area, well qualified to pattern match resumes to the performers on their team. You can often tell from the job descriptions (or your network) when this is true. 5. Bad filter is as described in the article, while a good filter puts all plausible resumes through, regardless of any nonsense in the job description like "8 years of ChatGPT prompt crafting experience required" or "Masters required". 5. In good company, plausibles are given to the tech or team leads hiring who are interested in finding candidates with standout value adds, these generally are not on resumes. 6. This is done not by bullet match for "did this precise thing before" (the rubric from non-domain aka contentless managers) but by understanding candidate attributes (e.g. an attribute to learn new domains quickly) and is tetris-ing a well qualified cloverleaf of attributes for evolving solutions in the problem space -- and being able to see these attributes between the lines of how a dry resume is written. . . . Finally, most importantly, the candidate is not making a resume for the company, but for themselves. As a craftsperson in a domain, it's worth "curating" your CV. CV stands for curriculum vitae which in Latin means "course of life". From apprentice, through journeyman, to mastery, there is a roadmap, and the as-yet-unwritten portions of the CV are more important than those on the page. By writing this down for yourself ahead of time, you can chart a course that lands you where you intend, or keeps you on a path you find rewarding. Diff yourself against that path, making intentional corrections as you go. While at a job, journal the outcomes you delivered for the team, and the company, that made a difference. When you've gathered all the power-ups you need, crystallize them onto the CV, and start your own pattern-matching against the next role on your roadmap. When you find a role (internal or external), go for it. When you manage yourself proactively this way, and apply to roles at companies that value craft, you're not working for the resume process, the CV process works for you.