Why Your CV May Never Reach a Hiring Manager

You might think your CV is being judged by a person—but more often, it’s being evaluated by software. Today, over 90% of Fortune 500 companies use applicant tracking systems (ATS) to manage applications, and research shows that as many as 75% of résumés are rejected before they’re ever seen by a human.

These platforms were built to save time for hiring teams. Instead, they often become gatekeepers—silently filtering out qualified candidates and amplifying biases hidden in the data. A growing number of lawsuits, including Mobley v. Workday, are challenging how these systems operate and the impact they have on equal opportunity.

Where Candidates Get Caught

Bias is real.
Even though ATS platforms are marketed as “neutral,” the data they pull from isn’t. Details like ZIP codes can be proxies for socioeconomic background, graduation years can flag age, and fraternity/sorority memberships can signal cultural fit biases. These filters don’t just impact individuals—they shrink the pool of diverse talent companies desperately need.

Keywords rule the game.
Most ATS platforms operate on keyword-matching. If your résumé doesn’t use the same phrasing as the job description, it may be flagged as “unqualified” even if your experience is a perfect match. For instance, “led teams” might not pass the same filter as “leadership skills.” It’s a blunt instrument—and one that favors candidates who know how to “speak ATS” over those who might actually be the best fit.

Opaque assessments.
Video interviews and gamified AI tests are being added to the ATS toolkit. While they’re pitched as innovative ways to assess skills, they often disadvantage neurodivergent candidates, nonnative English speakers, or applicants with disabilities. What makes it worse is the lack of transparency: candidates are often told they “didn’t meet minimum criteria” without ever understanding what went wrong.

(Business Insider recently examined these challenges, drawing on the perspective of former U.S. Department of Labor investigator Rod Samra, who has reviewed hundreds of ATS. His findings mirror what many job seekers experience today.)

Tips to Beat the ATS

Mirror the job description.
Don’t just describe your skills—translate them into the exact language the employer is using. ATS systems aren’t sophisticated enough to interpret synonyms reliably.

Track your applications.
Keep a simple log of where and when you apply, and note if you receive quick rejections. If you see patterns—for example, repeated auto-rejections for certain job types—you can adjust your CV strategy instead of sending the same version out blindly.

Stay informed.
The hiring tech landscape is evolving fast, and laws are slowly catching up. Some states now require transparency around automated hiring tools. Staying aware of these developments can help you better position yourself and push back if something feels unfair.

The Takeaway

Don’t let automation silence your résumé. With the right strategy, you can get past the filters and land in front of real decision-makers.

For candidates, that means tailoring your CV, tracking your results, and staying informed about how hiring technology is evolving. For employers, it’s a call to audit your ATS regularly, monitor for hidden bias, and ensure qualified talent isn’t being lost before anyone has a chance to evaluate them.

The future of hiring will continue to involve AI and automation—but technology should be a tool for efficiency, not a barrier to opportunity. Companies that balance speed with fairness will not only reduce risk, they’ll also build stronger, more diverse teams.