In the last few years, I went from building a UX team from scratch as a manager, to switching back to IC and then actively job seeking in the current market.

The quantity paradox

In today’s landscape, open UX roles can attract hundreds of applications per day. It looks like a recruiter’s dream. More options is a good thing, right? But it’s actually quite chaotic.

Even before AI-generated ATS scores, the high number of applications inevitably created the need for an efficient way to filter out irrelevant resumes… but is it working?

Automations in ATS tend to focus on scanning for flaws rather than surfacing potential and ensuring consistency.

Meanwhile, hiring managers sit through interviews that should’ve been filtered out. Or worse, they miss out on people they should have met.

And forget about sending personalised feedback. No team has time to thoughtfully review thousands of applications, let alone sending tailored…