Complete silence after submission

# Complete silence after submission

No automated receipt, acknowledgement, rejection, or recruiter outreach is received following application submission.

### Diagnostic Non-Inferences
- Does not prove the application was reviewed by a human.
- Does not prove the role was cancelled or already filled.

Check email spam and security quarantine folders for ATS automated acknowledgement tokens.

Confirms whether application was ingested and generated a confirmation ID.


# Generic "closer alignment" rejection template

Standard automated email stating the team decided to proceed with candidates whose profiles more closely match role requirements.

### Diagnostic Non-Inferences
- Does not establish which specific skill was deemed insufficient.
- Does not establish whether a human reviewer read the full resume.

Compare CV keyword density with exact requirement phrases in the published job description.

Reveals potential vocabulary mismatch between candidate phrasing and ATS rubric.


# Position closed after final interview without hire

Candidate completes all interview rounds, but is informed that the requisition has been cancelled, frozen, or closed.

### Diagnostic Non-Inferences
- Does not prove candidate failed technical or behavioral evaluations.
- Does not prove the company lied about opening intention.

Politely inquire with recruiter if the position was closed due to business budget restructuring or team reallocation.

Clarifies whether barrier was candidate-specific or macroeconomic/budgetary.


# Materially similar role reposted shortly after rejection

Candidate observes the same or near-identical job listing reposted or refreshed on job boards within 1–8 weeks of rejection.

### Diagnostic Non-Inferences
- Does not establish that the role was a "fake" or "ghost" posting.
- Does not establish that the prior interview feedback was fraudulent.

Check job listing requisition ID or ask recruiter whether the posting is an automated ATS refresh or a distinct headcount opening.

Distinguishes between automated job board bot refreshes and genuine recurring hiring demand.


# Compensation band reduced or altered mid-process

Offered or discussed compensation band is revised downward from previously agreed or advertised range.

### Diagnostic Non-Inferences
- Does not prove intentional bait-and-switch malice unless verified by company policy evidence.

Request clarification on whether the revised band reflects a lower leveling grade or a company-wide budget adjustment.

Separates leveling evaluation outcome from company financial constraints.


# Take-home assignment exceeding reasonable stated scope

Take-home assignment requires building complex production-grade features demanding 20+ hours instead of stated 2–4 hours.

### Diagnostic Non-Inferences
- Does not prove the company is harvesting free intellectual property for production use.

Define explicit boundaries and trade-offs in submission README stating assumptions made to fit the agreed timebox.

Tests whether evaluators value scope management and communication over unbounded free work.


# Multiple interview reschedulings or interviewer no-show

Interviews are repeatedly postponed, delayed at short notice, or interviewer fails to join scheduled call.

### Diagnostic Non-Inferences
- Does not imply candidate rejection; frequently reflects interviewer calendar congestion or emergency incidents.

Offer clear flexible availability slots and confirm contact details 2 hours prior to the call.

Minimizes scheduling friction and verifies recruiter responsiveness.


# Explicit feedback citing skill-depth shortfall

Interviewer or recruiter provides structured notes citing a specific deficit in algorithmic complexity, architecture, or tool mastery.

### Diagnostic Non-Inferences
- Does not imply general incompetence; reflects threshold for this specific role level.

Review interview problem solution against industry standard patterns and identify edge cases missed.

Verifies whether candidate code truly lacked required optimization or rigor.


# Rejection within minutes of application submission

Automated rejection email arrives within 2 to 30 minutes of form submission, outside human business hours.

### Diagnostic Non-Inferences
- Does not imply candidate resume was judged as poor by human engineers.

Audit application answers to mandatory knock-out questions (work permit, country of residence, minimum years experience).

Identifies exact boolean filter rule triggered by ATS.


# Communication mismatch or tone friction in panel

Noticeable divergence in communication style, pacing, or terminology during live panel discussions.

### Diagnostic Non-Inferences
- Does not prove candidate lacks teamwork skills globally.

Request explicit feedback on collaborative dynamic from recruiter.

Clarifies whether friction was perceived as attitude issue or stylistic preference.


# Offer rescinded or delayed due to internal freeze

Candidate is verbally offered a role or receives written offer which is subsequently delayed or retracted before start date.

### Diagnostic Non-Inferences
- Does not imply candidate failed reference checks unless explicitly stated.

Request formal written notice regarding whether requisition is permanently cancelled or deferred to next fiscal quarter.

Provides timeline clarity for candidate decision-making.


# Unsolicited recruiter outreach followed by ghosting

Recruiter initiates direct outreach expressing strong interest, but ceases communication after candidate responds with availability.

### Diagnostic Non-Inferences
- Does not prove candidate profile was rejected; often indicates batch automated sourcing campaigns.

Send one single polite follow-up after 5 business days referencing original outreach thread.

Recovers stalled conversation if recruiter was out-of-office or overwhelmed.


# Feedback stating candidate is overqualified for the grade

Candidate is rejected on the grounds that their experience, seniority, or previous scope exceeds the open position tier.

### Diagnostic Non-Inferences
- Does not imply the candidate is undesirable, but signals retention/flight-risk and compensation mismatch concerns.

Inquire whether the organization has higher-tier or staff-level requisitions open where broader scope is desired.

Channels candidate into appropriate leveling track.


# Conflicting feedback across different interviewers

Feedback from one round praises architectural depth while another round claims insufficient technical background.

### Diagnostic Non-Inferences
- Does not prove bad faith; highlights lack of rubric calibration across the hiring committee.

Request aggregated hiring rubric summary from talent partner.

Reveals whether team had misaligned internal evaluation criteria.


Requisition Approval & Public Posting

# Requisition Approval & Public Posting

The gate that exists before any candidate does: headcount is authorized, the job description is written, and the requisition is published (or quietly kept open) on careers pages and job boards.

### Pass Condition
An approved requisition with a written job description is published against real, funded headcount.


Outbound Sourcing & Talent Pool Contact

# Outbound Sourcing & Talent Pool Contact

Recruiter-initiated outreach to passive candidates and talent-pool building, independent of any inbound application.

### Pass Condition
The candidate responds to outreach and is attached to an active, authorized requisition rather than a speculative pool.


Application Ingestion

# Application Ingestion

The initial ingestion gate where candidate CV and structured application fields enter the talent acquisition database / ATS.

### Pass Condition
Application record is successfully received, validated for minimum schema, and linked to the active job requisition.


Automated Filter & Parser Threshold

# Automated Filter & Parser Threshold

Algorithmic text extraction, keyword scoring, compliance screening (location/work authorization), and knockout question evaluations.

### Pass Condition
CV parsing achieves sufficient extraction score and candidate passes all mandatory algorithmic gating rules.


Inbound Screening & Triage

# Inbound Screening & Triage

Recruiter or sourcing coordinator manual review of parsed inbound applications vs active outbound talent pipelines.

### Pass Condition
Recruiter assigns application to the active short-list for initial conversational outreach.


Recruiter Screening Call

# Recruiter Screening Call

Initial conversational interview evaluating salary expectations, timeline, communication, English fluency, and high-level role alignment.

### Pass Condition
Recruiter and candidate align on core parameters and candidate is submitted to hiring team.


Technical Screen / Live Assessment

# Technical Screen / Live Assessment

Synchronous technical evaluation assessing core technical competencies, problem-solving speed, and system architecture fundamentals.

### Pass Condition
Candidate achieves passing score on technical evaluation rubric from the assessing engineer.


Take-Home / Work Sample Evaluation

# Take-Home / Work Sample Evaluation

Asynchronous technical assignment or project artifact reviewed by engineering peers against quality benchmarks.

### Pass Condition
Code artifact satisfies architectural, functional, test coverage, and documentation requirements.


Hiring Manager In-Depth Review

# Hiring Manager In-Depth Review

Detailed evaluation of candidate seniority, project ownership history, trade-off reasoning, and team-specific mission fit.

### Pass Condition
Hiring manager confirms candidate has required depth and approves progression to final panel.


Team & Cross-Functional Panel

# Team & Cross-Functional Panel

Multi-interviewer round assessing collaborative problem solving, code review etiquette, cross-functional communication, and cultural norms.

### Pass Condition
Consensus score among team panelists meets or exceeds hire recommendation threshold.


Compensation & Leveling Reconciliation

# Compensation & Leveling Reconciliation

Internal alignment between candidate expected compensation/level and company pay bands / leveling grid.

### Pass Condition
Candidate expectations fit within approved salary band and equity guidelines for the target grade.


Headcount & Executive Budget Approval

# Headcount & Executive Budget Approval

Formal sign-off by department leadership, finance, and talent committee to commit budget for the written offer.

### Pass Condition
Active headcount requisition is formally certified and unblocked by financial leadership.


Reference & Background Verification

# Reference & Background Verification

Third-party or internal verification of past employment records, academic degrees, and professional references.

### Pass Condition
All mandatory background checks clear with no unresolved factual discrepancies.


Offer Closing & Contract Execution

# Offer Closing & Contract Execution

Final mutual execution of the formal employment agreement and start-date confirmation.

### Pass Condition
Both parties sign offer contract and onboarding workflow is triggered.


Genuine Technical Skill Shortfall

# Genuine Technical Skill Shortfall

The candidate’s verified technical execution or domain depth does not meet the established baseline for the role level.

### Structural Context
- **Actor:** `candidate`
- **Nature:** `rule`
- **Removability:** `candidate`

### Non-Inferences
- Rejection does not mean the candidate has no engineering ability, only that the requirement bar was unmet for this specific benchmark.


# Stronger Competing Candidate in Final Cohort

Candidate cleared all passing bars, but another applicant in the same pipeline demonstrated superior domain overlap or lower onboarding overhead.

### Structural Context
- **Actor:** `candidate`
- **Nature:** `rule`
- **Removability:** `none`

### Causal Relations
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Does not mean candidate had negative feedback; relative cohort ranking is outside candidate control.


ATS Parser Extraction Failure

# ATS Parser Extraction Failure

Multi-column formatting, graphics, custom fonts, or unsupported document layouts cause ATS parser to corrupt or omit critical work history.

### Structural Context
- **Actor:** `system`
- **Nature:** `noise`
- **Removability:** `candidate`

### Causal Relations
- Amplifies `M-008` — Automated Keyword / Qualification Filter

### Non-Inferences
- Does not imply human recruiter evaluated and disliked candidate experience.


Unstated Compensation Band Discrepancy

# Unstated Compensation Band Discrepancy

Candidate market rate exceeds budgeted compensation for the requisition, but salary band was never published or clarified early.

### Structural Context
- **Actor:** `policy`
- **Nature:** `rule`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-013` — Mid-Process Role Requirement Redefinition
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Rejection does not mean candidate is overpriced for the market, only mismatched with this specific employer budget.


Pre-Selected Internal Candidate

# Pre-Selected Internal Candidate

Requisition was publicly advertised to satisfy corporate policy or legal compliance while an internal employee was already earmarked for the role.

### Structural Context
- **Actor:** `policy`
- **Nature:** `incentive`
- **Removability:** `none`

### Causal Relations
- Masks `M-002` — Stronger Competing Candidate in Final Cohort

### Non-Inferences
- Cannot be asserted as fact without internal hiring log confirmation.


Stale or Orphaned Job Requisition

# Stale or Orphaned Job Requisition

Job posting remains active on careers page and aggregator portals despite the team having ceased active hiring or closed headcount.

### Structural Context
- **Actor:** `system`
- **Nature:** `void`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-020` — Automated Application Expiration Timeout

### Non-Inferences
- Application silence does not reflect candidate suitability.


Headcount Freeze or Budget Cancellation

# Headcount Freeze or Budget Cancellation

Executive leadership or finance halts all new hires across division due to macroeconomic factors or revenue shifts mid-interview process.

### Structural Context
- **Actor:** `policy`
- **Nature:** `rule`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-006` — Stale or Orphaned Job Requisition
- Masks `M-001` — Genuine Technical Skill Shortfall
- Masks `M-002` — Stronger Competing Candidate in Final Cohort

### Non-Inferences
- Candidate performance in interview was not the causal trigger for process termination.


# Automated Keyword / Qualification Filter

Deterministic filter rejecting applications missing exact acronyms, certifications, or specific years-of-experience thresholds.

### Structural Context
- **Actor:** `system`
- **Nature:** `rule`
- **Removability:** `candidate`

### Causal Relations
- Amplifies `M-011` — Employment Gap Downranking Bias
- Amplifies `M-013` — Mid-Process Role Requirement Redefinition — over-filtering strong generalists prolongs the search until the team redefines the role mid-process; see loop L-003

### Non-Inferences
- Passing keyword filters does not guarantee interview invitation.


# Recruiter Volume & Quota Incentive Distortion

Recruiters optimize for pipeline velocity and superficial pattern-matching due to overwhelming applicant volume (500+ per req).

### Structural Context
- **Actor:** `recruiter`
- **Nature:** `incentive`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-012` — Interview Resource & Scheduling Saturation
- Masks `M-008` — Automated Keyword / Qualification Filter

### Non-Inferences
- Does not mean recruiter is individually negligent; reflects structural capacity mismatch.


# Hidden Evaluation Rubric or Undisclosed Priority

The interview team grades candidate against specific undisclosed architectural dogmas, internal frameworks, or unwritten biases.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `bias`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-022` — Hiring Manager Consensus Impasse
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Failure to guess unstated preferences is not equivalent to lack of core competence.


Employment Gap Downranking Bias

# Employment Gap Downranking Bias

Automated ranking algorithms or human screeners discount candidates with recent career breaks regardless of verified project history.

### Structural Context
- **Actor:** `system`
- **Nature:** `bias`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-008` — Automated Keyword / Qualification Filter

### Non-Inferences
- Employment gap does not correlate with underlying technical decline.


# Interview Resource & Scheduling Saturation

Engineering interviewers are overwhelmed with sprint commitments, leading to calendar fragmentation, rush reviews, or dropped loops.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `noise`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-019` — Take-Home Evaluation Fatigue & Asymmetry

### Non-Inferences
- Rescheduling is an operational issue and does not indicate negative evaluation.


# Mid-Process Role Requirement Redefinition

Team changes tech stack, seniority requirements, or project scope mid-funnel, invalidating previous interview assessments.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `noise`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-004` — Unstated Compensation Band Discrepancy
- Amplifies `M-024` — Inflated Requisition Requirements vs Actual Team Needs — each redefinition re-inflates the requisition with new must-haves instead of trimming it; see loop L-003
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Candidate rejection was driven by shifting team mandate, not prior interview answers.


# Location or Timezone Compliance Constraint

Company legal or tax entity cannot support remote employment contracts in candidate physical residency jurisdiction.

### Structural Context
- **Actor:** `policy`
- **Nature:** `rule`
- **Removability:** `intermediary`

### Non-Inferences
- Legal geography barrier is completely independent of candidate technical competence.


Communication or Working Style Friction

# Communication or Working Style Friction

Candidate demonstrated abrasive tone, defensive reactions to critique, or inability to listen during collaborative interview problem solving.

### Structural Context
- **Actor:** `candidate`
- **Nature:** `bias`
- **Removability:** `candidate`

### Non-Inferences
- Style friction during high-stress interview is not a permanent personality defect.


# Speculative Sourcing / Talent Pooling Without Opening

Recruiters proactively gather candidate pools for future anticipated headcount that is not yet authorized or funded.

### Structural Context
- **Actor:** `recruiter`
- **Nature:** `incentive`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-009` — Recruiter Volume & Quota Incentive Distortion

### Non-Inferences
- Ghosting after outbound message indicates absence of immediate opening, not profile rejection.


Experience-Age Grading Mismatch

# Experience-Age Grading Mismatch

Candidate with 10+ years applied for mid/senior role, triggering fears of boredom, rapid churn, or salary dissatisfaction.

### Structural Context
- **Actor:** `recruiter`
- **Nature:** `bias`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-004` — Unstated Compensation Band Discrepancy
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Being rejected as "overqualified" is an organizational tier mismatch, not a candidate deficiency.


Domain Specificity Over-Weighting

# Domain Specificity Over-Weighting

Interviewer requires exact vertical experience (e.g. adtech, crypto, specific payment processor) over deep transferable systems fundamentals.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `bias`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-010` — Hidden Evaluation Rubric or Undisclosed Priority
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Transferable general engineering skills are not disproven by lack of specific proprietary protocol knowledge.


# Take-Home Evaluation Fatigue & Asymmetry

Reviewers perform hurried 5-minute scans of complex 15-hour take-home projects, missing subtle architectural patterns and tests.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `noise`
- **Removability:** `none`

### Causal Relations
- Amplifies `M-012` — Interview Resource & Scheduling Saturation
- Masks `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Take-home rejection under evaluation fatigue does not measure true software engineering craftsmanship.


# Automated Application Expiration Timeout

ATS configuration automatically issues bulk rejections to all pending unreviewed applications after 45 or 60 days.

### Structural Context
- **Actor:** `system`
- **Nature:** `rule`
- **Removability:** `none`

### Causal Relations
- Masks `M-006` — Stale or Orphaned Job Requisition

### Non-Inferences
- Bulk timeout rejection contains zero qualitative assessment of candidate profile.


# Reference Check Discrepancy or Regulatory Ineligibility

Third-party check reveals unverified employment dates, unconfirmed degrees, or direct conflict of interest.

### Structural Context
- **Actor:** `candidate`
- **Nature:** `rule`
- **Removability:** `candidate`

### Non-Inferences
- Administrative mismatch in dates is distinct from fraudulent resume misrepresentation.


Hiring Manager Consensus Impasse

# Hiring Manager Consensus Impasse

The interview panel splits 50/50 without an executive tiebreaker, defaulting conservatively to a "no-hire" decision.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `bias`
- **Removability:** `none`

### Causal Relations
- Masks `M-002` — Stronger Competing Candidate in Final Cohort

### Non-Inferences
- Split panel reflects lack of calibrated internal standards rather than candidate failure.


# Portfolio / Work Artifact Misinterpretation

Screeners overlook candidate role architecture due to non-standard repository layout or unindexed open-source contributions.

### Structural Context
- **Actor:** `candidate`
- **Nature:** `noise`
- **Removability:** `candidate`

### Causal Relations
- Amplifies `M-001` — Genuine Technical Skill Shortfall

### Non-Inferences
- Misinterpreted architecture can be corrected through structured documentation.


# Inflated Requisition Requirements vs Actual Team Needs

Job description demands 10+ niche technologies and Staff-level qualifications for a straightforward feature engineering role.

### Structural Context
- **Actor:** `hiring-manager`
- **Nature:** `incentive`
- **Removability:** `intermediary`

### Causal Relations
- Amplifies `M-008` — Automated Keyword / Qualification Filter
- Amplifies `M-004` — Unstated Compensation Band Discrepancy

### Non-Inferences
- Failing to meet an inflated "wishlist" does not mean candidate cannot excel at the team’s actual core tasks.


Seniority Double Bind

# Seniority Double Bind

Candidate is simultaneously rejected as overqualified for junior/mid roles and underqualified (or insufficiently specialized) for staff/leadership roles.

### Trigger Rule
Candidate observes rejection for overqualification at level N and skill-depth shortfall at level N+1 within the same market cycle.

### What this Establishes
- Candidate falls into an evaluation boundary gap where compensation/experience expectations mismatch standard job tiers.

### What this Does NOT Establish
- Does not establish that the candidate lacks market value.
- Does not establish malice or coordinated collusion between employers.


Closed-Then-Reposted Requisition Motif

# Closed-Then-Reposted Requisition Motif

A candidate completes multiple late-stage interviews, is rejected with a generic message, and sees the identical role reposted weeks later.

### Trigger Rule
Candidate observes role closure/rejection followed by public reopening of materially similar role listing within 60 days.

### What this Establishes
- The requisition requirements or target profile were not satisfied by the interviewed pool, or search criteria changed mid-process.

### What this Does NOT Establish
- Does not establish that the original job listing was fake or a ghost job.
- Does not establish that candidate was intentionally misled.


Experience-Age Impossibility

# Experience-Age Impossibility

Requisition requires more years of hands-on experience in a specific framework or tool than that technology has existed in the open-source ecosystem.

### Trigger Rule
Job description or automated screen requires X years of experience where X > technology_age.

### What this Establishes
- Job description was authored without technical review, using copy-paste templates with automated gating rules.

### What this Does NOT Establish
- Does not imply technical team is incompetent, only that HR screening pipeline lacks technical validation.


Compensation Double Bind

# Compensation Double Bind

Candidate is required to state salary expectation first; quoting high triggers immediate rejection, while quoting low triggers leveling downranking.

### Trigger Rule
Asymmetric salary inquiry where employer refuses band disclosure prior to candidate submitting binding number.

### What this Establishes
- Information asymmetry is utilized as an uncalibrated gatekeeper before technical merit is evaluated.

### What this Does NOT Establish
- Does not mean employer has unlimited budget or malice.


Employment Gap Penalty Loop

# Employment Gap Penalty Loop

An employment gap triggers automated downranking (M-011), which pushes the profile below keyword and qualification filters (M-008); fewer interview invitations lengthen the gap, which in turn strengthens the downranking.

### Cycle Dynamics
This causal loop reinforces mechanisms across iterations:
- `M-011` amplifies `M-008`
- `M-008` amplifies `M-011`


# Take-Home Opportunity-Cost Saturation Loop

Candidates invest heavy hours into unbounded take-home assignments, reducing bandwidth for applications, while reviewers suffer evaluation fatigue.

### Cycle Dynamics
This causal loop reinforces mechanisms across iterations:
- `M-012` amplifies `M-019`
- `M-019` amplifies `M-012`


# Inflated-Requirements Search Saturation Loop

Teams write inflated requirements, filtering out strong generalists, prolonging open search, causing recruiter fatigue and mid-process role redefinitions.

### Cycle Dynamics
This causal loop reinforces mechanisms across iterations:
- `M-024` amplifies `M-008`
- `M-008` amplifies `M-013`
- `M-013` amplifies `M-024`


Auto-Close Stale Job Requisitions

# Auto-Close Stale Job Requisitions

Implement automated ATS policy to expire public listings when headcount authorization lapses or no interview activity occurs within 60 days.

### Expected Effects
- Reduce stale public listings and candidate application waste
- Reduce ambiguous post-application silence

### Measurements
- `stale_requisition_rate`
- `closure_latency_days`


Upfront Compensation Band Disclosure

# Upfront Compensation Band Disclosure

Publish verified salary and equity bands directly in job descriptions or disclose them prior to scheduling technical interview rounds.

### Expected Effects
- Eliminate late-stage compensation mismatch dropouts
- Reduce time wasted on mismatched leveling conversations

### Measurements
- `late_stage_compensation_drop_rate`
- `candidate_pipeline_satisfaction`


# Standardized Late-Stage Rejection Feedback Taxonomy

Provide candidates reaching technical or panel stages with structured, rubric-based feedback categories rather than generic templates.

### Expected Effects
- Provide actionable feedback signals to candidates
- Enforce consistent interviewer calibration across rounds

### Measurements
- `informative_feedback_ratio`
- `interviewer_calibration_variance`


# Remove Career Gap Feature from Automated Ranking Models

Disable employment duration gap penalties in recruitment AI algorithms and screening models.

### Expected Effects
- Break algorithmic unemployment penalty loop
- Broaden candidate pool to include skilled returning talent

### Measurements
- `gap_candidate_screen_rate`
- `long_term_placement_success`


# Candidate ATS Parser Conformance Test Utility

Provide candidates with an open-source parsing validation tool to verify CV machine-readability before submission.

### Expected Effects
- Eliminate formatting-induced silent parsing failures
- Increase candidate confidence in resume ingestion fidelity

### Measurements
- `parser_extraction_error_rate`
- `ingestion_pass_rate`


# Strict Take-Home Timebox & Blinded Evaluation Rubric

Enforce strict 3-hour scope limits on take-homes, compensate candidates for extended samples, and grade submissions blind.

### Expected Effects
- Prevent reviewer fatigue and asymmetric code evaluation
- Respect candidate time investment and eliminate IP exploitation concerns

### Measurements
- `take_home_completion_rate`
- `inter_rater_rubric_correlation`


Hidden Workers: Untapped Talent (HBS / Accenture)

Summary: Survey of 8,000 workers and 2,250 executives in the US, UK and Germany on automated hiring. 88% of employers agree that qualified high-skill candidates are vetted out of the process by applicant tracking systems because they do not match the exact criteria of the job description; the report attributes a large "hidden worker" population to configurable ATS exclusion rules and knock-out filters.

Fuller, J. B., Raman, M., Sage-Gavin, E., & Hines, K. (2021). Hidden Workers: Untapped Talent. Harvard Business School Project on Managing the Future of Work & Accenture.


Too Good to Hire? Capability and Inferences about Commitment in Labor Markets

Summary: Four experiments with hiring managers show that candidates signalling more capability than the role requires are perceived as less committed to the organization and are penalized in hiring decisions — direct evidence for "overqualified" rejections and the seniority double bind.

Galperin, R. V., Hahl, O., Sterling, A. D., & Guo, J. (2020). Administrative Science Quarterly, 65(2), 275–313.


Duration Dependence and Labor Market Conditions: Evidence from a Field Experiment

Summary: Field experiment sending roughly 12,000 fictitious résumés to about 3,000 postings in 100 US cities: the probability of an interview callback falls sharply with the length of the current unemployment spell (most of the decline within the first eight months) and the penalty is stronger in tighter labor markets — employers use gap length as a screening signal.

Kroft, K., Lange, F., & Notowidigdo, M. J. (2013). The Quarterly Journal of Economics, 128(3), 1123–1167.


Job Seekers Beware of Ghost Jobs (Clarify Capital survey of hiring managers)

Summary: Survey of 1,045 managers involved in hiring (fielded 31 Aug – 1 Sep 2022) on job postings kept live without active hiring: about half keep postings open because they are "always open to new people", 43% cite giving the impression that the company is growing or keeping existing employees motivated, one in three postings had been active for more than 30 days, and one in four respondents did not plan to fill the role for three months or longer.

Clarify Capital (2022). Job Seekers Beware of Ghost Jobs. Survey of 1,045 hiring managers, 31 Aug – 1 Sep 2022.


Salary Transparency: Growth Slows, but Momentum Continues (Indeed Hiring Lab)

Summary: Tracks the share of US job postings on Indeed that disclose pay: 57.8% in September 2024, up from 52.2% a year earlier, with wide variation by occupation. Roughly four in ten postings still omit compensation — the structural precondition for compensation-band discrepancies surfacing only at late stages.

Indeed Hiring Lab (2024, October 23). Salary Transparency: Growth Slows, but Momentum Continues.


Employment Interview Reliability: New Meta-Analytic Estimates by Structure and Format

Summary: Meta-analysis of 125 inter-rater reliability coefficients (N = 32,428): reliability is substantially higher for panel interviews than for separate interviews by different interviewers (.74 vs .44) and rises with interview structure — quantifying how much interviewer variance, rather than candidate performance, drives divergent verdicts.

Huffcutt, A. I., Culbertson, S. S., & Weyhrauch, W. S. (2013). International Journal of Selection and Assessment, 21(3), 264–276.