[ordinaryradical]

Correct, and the second subtext is that every company using one of these is actually filtering for desperation, not talent. So these companies are actually screwing themselves

Think about it: if you’re talented, why would you ever put up with this bullshit?

I hired for my team this year and I read every single one of the hundreds of applications. HR was experimenting with an AI recommendation software which missed a ton of quality candidates, one of which was the one I hired. Everyone loves them and they’ve been a huge boost to the team. And I think we had an easier time courting them because they saw how much work their future manager was putting into finding a great fit.

If you use this kind of software to hire, you are the loser. The good talent doesn’t need you—it’s the other way around.

[__turbobrew__]

> every company using one of these is actually filtering for desperation

Exactly. I have a very good job at a name brand tech company and regularly get reached out to by recruiters. I don’t tolerate BS like information asymmetry, take home tests, AI evaluations, etc.

The whole situation kindof reminds me of online dating, the top 10% of people are targeted by the other 90%. I wonder if there is some common phenomenon underlying both online dating and job matching because they are eerily similar.

Much like in dating, the answer may be to reject the whole online recruiting system and resort to in person interactions where symmetry is restored.

Unfortunately it is possible to live without a romantic partner, but in non-socialized nations it is not possible to live without an income.

[snoman]

> Unfortunately it is possible to live without a romantic partner, but in non-socialized nations it is not possible to live without an income.

That’s where self-employment becomes an option.

[tart-lemonade]

> If you use this kind of software to hire, you are the loser. The good talent doesn’t need you—it’s the other way around.

Kinda like stack ranking for layoffs, especially when done regularly. The idea of cutting the fat always seems appealing, but it also signals things are going to get unpleasant, and top talent tends to jump ship early unless you're paying top dollar to make it all worthwhile. The ones you wanted to retain the most are the first out the door, and within a few years, the only ones left are those who don't have great prospects elsewhere, frequently with reduced output since the stress induced by the omnipresent prospect of layoffs isn't great for morale or productivity.