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I don't think it's a wrong approach. Do you not have any issues with companies using ATS to disqualify qualified applicants in thousands, and posting fake and g

by fidgom 2y ago

I don't think it's a wrong approach. Do you not have any issues with companies using ATS to disqualify qualified applicants in thousands, and posting fake and ghost jobs? I find their approach quite alright after I checked out the app. They have disqualifiers which I think is the real game changer here. Employers can filter out the applicants with more efficiency while letting the applicants know the reasons. Usually when people come on here to use terms like 'old-timer', it's to give them some ethos to allow them to hate on everything not from their time.

gregjor 2y ago
Your comment seems like shilling, coming from a new HN account, but I will assume your sincerity. > I don't think it's a wrong approach. Cool. You can use whatever job hunting strategy and tools you like. > Do you not have any issues with companies using ATS to disqualify qualified applicants in thousands, and posting fake and ghost jobs? I have learned how to bypass those systems, so yes, I have “issues,” but I don’t expect I will change the reality of those systems by myself. > Usually when people come on here to use terms like 'old-timer', it's to give them some ethos to allow them to hate on everything not from their time. Consider your own ethos jumping to conclusions like that, and making unfounded generalizations. I used the term “old-timer” because I have more than 40 years experience in the software business, including both lots of job hunting and screening/interviewing candidates. I didn’t hate on anything. I suggested trying better job hunting strategies rather than optimizing an obviously poor strategy. As for “not from their time,” I still work in the business. Do you exist in an alternative timeline?