John Sundholm you nailed it. The frustration around Applicant Tracking Systems (ATS) is real, and your video hit a nerve with so many job seekers for a reason—it validates everything they are experiencing, what we and others have been talking about for years.
I thought it would be interesting to share what we have learned over 5 years of building Intry, regarding the "why" it's happening.
Legacy Systems
A lot of ATS tools still run on outdated frameworks (think MS-DOS level technology). They’re not built for the modern job market, so resumes with non-traditional formats, creative layouts, or certain key terms often don’t make it through. Qualified candidates get lost in translation.
Bias in the Algorithms
ATS algorithms filter based on keywords and qualifications, but the criteria are often narrowly defined. If the terms don’t align perfectly with what a recruiter is searching for, even qualified candidates might never get seen. That’s not about skills, it’s about language.
Historical Data Problems
Many ATS systems are built on old hiring data, so they often repeat past patterns—reinforcing biases and overlooking diverse candidates. The system works for those who "fit the mold," but for everyone else, it becomes a barrier.
The good news is that there are tools that can help the job seeker get past many ATS systems. It isn’t about “gaming the system" it is about making sure the resumes aren’t lost before human eyes even have a chance to see them. Intry is just one of them.
ATS aren't perfect as you talked about in your video, but understanding how they work gives job seekers an edge. It's not cheating—it's about being seen.
You unintentionally validated everything we (Intry and others) have been saying and working to solve! So thank you!
#ATS #JobSearch #CareerSolutions #IntryCareers #JobSeekerEmpowerment #CareerTech #OptimizeYourResume"
https://lnkd.in/ggG-n6AZ
