I just chatted online with someone currently hiring for a mid-level software engineer who received more than 2,000 applications. That’s ridiculous.

So (inspired by actual events), I’m writing a freelanced article, "Upending the hiring process for technical talent.” Although the topic applies to any job search situation, the story is tuned to software developers and other tech fields, and I expect both remote work and AI to be primary factors.

Getting thousands of applications is nuts for both the company and the applicants. My question is, "What — if anything — can be done to make the process more sane for everybody?"

I would love input from the wise people on Tildes. (Formal attribution is not required, but context is helpful for verisimilitude: "...says one program lead from a midwest insurance firm.") I know you have opinions. However, the HIVE MIND responses I care about should come from people who have been affected by this change – primarily HR professionals and tech industry hiring managers. My short (?) list of questions:

• How many job applications do you typically get today for a technical position such as a software engineer? How has that number changed?
• Are there differences in the applications? I’m open to anything from “remote work expanded the number of people who want to work here” to “They are impersonal and seem AI-generated” to… well, what? Tell me.
• How do you triage the applications (no / maybe / worth talking to)? How long does it take? For HR, what percentage of the applications are provided to the hiring managers? For hiring managers, how does that percentage make you feel?
• How have you changed job listings? For instance, are you asking for more information in the application process or including more detail in the job req? Are you employing tools that claim to sort responses? Are you offering salary transparency so that nobody wastes time when the numbers don’t align?
• What changes have you implemented in the job process? (Turning more to recruiters, for instance? Relying more on employee referrals?)
• Is “return to office” an issue here? (I would imagine that “local candidates only” would reduce the number of applications, but I don’t want to assume too much about any HR connection.)
• Regardless of what your company IS doing to deal with the job application deluge, what — if anything — do you think COULD be done to make the process more sane for everybody? What would you do if you could wave a magic wand to address the problem?

I've been a hiring manager before across a few jobs. But, then, I was receiving maybe 50 resumes to screen a week with my recruiter. Y'all are, what, at a few factors to an order of magnitude more than that?

Are your recruiters now pre-filtering resumes before you see them? What is being used to determine whether a candidate gets an interview now?

What I'm seeing:

• Referrals almost never matter: I've gotten two interviews through my network after dozens of applications—and I'm fairly well networked.
• Experience at other well-known Tech companies doesn't get an interview
• Having the right skill set, based on the job description doesn't get an interview.

From the outside, it seems like a coin flip.

Meanwhile, I have LinkedIn's AI advisor routinely giving me flavors of "yes, you're definitely their kind of candidate" yet no responses after weeks followed by the occasional casual rejection email.

So what's happening behind the scenes? How do resumes get on your radar? How do you work from the deluge to hiring a human?

Sincerely,
A very experienced engineer and manager who is rather fed up with what seems like a collection of pseudo-random number generator contemporary hiring processes.

EDIT: I should have also included recruiters in the title of my ask.

Historically companies I've been at have had someone on staff, but we're a small startup and looking to get some UX/UI support. All of my googling has lead me to "gig" websites like Upwork or Fiver and talking to friends in industry (granted salaried UX/UI folks) have lead me to Linkedin or Indeed. Neither feels like the right place for what we're looking for. Does anyone have an suggestions for finding freelance designers we could work with iteratively? Thanks!

Context: Our company is rolling our a new platform out to beta users and are looking to refine some of our platform's interface. Mainly we're hoping to polish up some of the more amateur design elements across the platform and get help designing layout for tools/data presentation. We have done a good amount customer research on what folks are looking for, will be getting active feedback after pushing the changes, and are hoping to iterate with said feedback.

I'm asking this as a genuine question, not as a hot take.

Where I'm coming from:

My husband and I went to dinner the other night -- apologies from the waitress on being shortstaffed. A sign on a local store asks for patience with the lack of staff. The people staffing order pickup at a nearby department store aren't enough to keep up with orders. At my most recent doctor's appointment I spent almost 45 minutes in the exam room waiting to be seen (for an appointment I had to make over a year ago). A few hours after the appointment I went to pick up a prescription, and it hadn't even begun to be processed yet. There was only one cashier working, and she was having to jump between the in-person line and the drive-thru lane. At my job we don't have enough substitute teachers, so we're dependent on regular teachers covering classes during their "prep" periods.

This is merely a recent snapshot from my own life that I'm using as a sort of representative sample, but it feels like something that's been building for a while -- like something that was going to be temporary due to COVID but has stuck around and is now just what we're supposed to get used to. I remember that I used to keep thinking that understaffing would eventually go away over time, but it seems like it's just standard practice now?

Is this something specific to my experiences or my local area (I'm in the US, for context)? Are other people seeing the same thing?

Assuming it isn't just me, is there anything out there besides anecdotes that addresses this phenomenon? I don't want to lean solely on gut reactions, but I also can't deny that nearly every business I go to seems visibly short-staffed all of the time.

First off, fuck job applications. It's an awful and tedious charade. Creating accounts on hundreds of websites for the resume parser to not work and have to manually upload that all again, to then write a cover letter that's skimmed at best, for a word to be missing from the resume which their detection tech passes before you're given a real shot.

But regardless that's not why I'm here. I'm in the process of applying to jobs, but for the first time I'm applying to jobs internationally (I'm US based). Have any of y'all applied for and received jobs abroad? What was successful and what wasn't? I'm primarily looking into pharmaceutical research or pharmacovigilance/drug safety because that's where English language jobs are in my area of study, but hope to eventually become fluent enough in a different language so I can move back into infection prevention or disease surveillance.

Like the title says, I'm curious if anyone has experience encountering digital resumes. Whether you're an employer or you've used a digital resume yourself how well did it work? Were you more likely to hire a candidate because they had a well-rounded website that showed off their skills or was it an immediate discard because it didn't conform to normal practices.

I'm graduating with my MS in organic chemistry this May, and I'm trying to work my way in the job market. A website/blog sounds appealing to me because I can show off data annotations and analyses from failed reactions that normally aren't discussed in papers, so I think it would be a good fit.