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But that implies there are a lot of good programmers among the rejected CVs. I mean here in this example from OP - if he improves his CV visuals and then finds

But that implies there are a lot of good programmers among the rejected CVs. I mean here in this example from OP - if he improves his CV visuals and then finds a job - that means he had the technical qualities to get the job in the first place, only the CV impression was causing the rejections. Which means the hiring managers are following a flawed metric, relying on shallow and easily manipulated visual factor. Every time I try to dig into this, the answer is along the lines "You need to impress the hiring manager in 10 seconds" which is a very different game than the technical skill and I don't see how would that impression translate into long term work performance. It's just gatekeeping. Nobody is quoting any statistical research, not even the hiring managers themselves, so I suspect there isn't much to back this practice. I hope someone can prove me wrong.

Maro 2y ago
"You need to impress the hiring manager in 10 seconds" - I think this is a flawed view. The word "impress" does not apply here. The CV just needs to be good enough not to be thrown out. You don't get hired based on the CV. The CV is just looked at to select the people who start the interview process, to hire 1 good person in the end. Once you're in the loop, the CV is mostly irrelevant, you'll just do the loop, and get hired (or not) based on your performance in the loop. It's like democracy. It's not a perfect system, but it's the best we've come up with so far [that scales beyond small teams].