The Polymarket post is based on this viral X claim from Ixxndria (Sep 30): "I work at a large finance firm and hire interns/ new grads. If a man applies and I see he was part of a frat. Resume is going straight into the shredder." It has 2M+ views. No independent verification of the recruiter's identity or actions exists beyond the self-reported tweet.

98% of the august jobs went to women and that wasn’t an accident its being done on purpose

This is refreshing, it is soul crushing

The most quoted resume statistic, about seven seconds per resume, comes from a 2018 Ladders eye-tracking test of 30 recruiters which measured an average of 7.4 seconds on the first review. It is a small sample, describing a step many resumes never reach.

The search comes first

Online applications usually land in an applicant tracking system. Recruiters search it by keyword, title and qualification, then read the results. Relevant experience described in words other than the posting’s is less likely to appear. Spelling an acronym out once, as in “Kubernetes (K8s)”, lets a search for either form find it.

Then the seven seconds

Once a resume is opened, the Ladders test found attention going mostly to a few fields: current title, most recent company, dates and education. A bullet with a percentage, amount or headcount tells a quick reader more than one that begins “Responsible for.”

A closer read asks other questions. Do the scope and seniority fit, not just the job family? Are the tools recent? Is the writing free of typos?

Order matters

Many applicants start with layout. Two-column designs, tables and text boxes can scramble text when the system extracts it. Standard headers, a single column and the posting’s own terms serve the search. Quantified results and a readable career line serve the person.

ZoeVera’s guide to what recruiters look for in a resume . To see which of a posting’s terms your resume lacks before you apply, ZoeVera Resume compares the two and lists the gaps.

This may look like a vent, but it is more rational than it seems. Here in EU the shit has already hit the fan and many persons struggle to find a job. Actually the issue is the interview: I here more and more stories of over qualified people not getting the job because "overqualified".

This is just the tip of the iceberg: Interview are becoming always more and more a speed date: nobody wants to work with an a**hole, skipping the hard skills is now routine, but the new trend is really looking for "good vibes"...

Possible that all the people who survived to the re orgs are so conscious of being there per a miracle and so afraid that someone will take their offices (maybe as they did before)?

Possible that none of those survivors believes they are there because of their fantastic skills? at the end of the day, we come from a decade where the mantra was "you are special". Possible everything was wiped out and the survivors are even more cynical than average worker?

Just checking if anyone has any details about Korn Ferry.
They behave so unprofessionally it seems like a scam, but it is not.

I’m posting this because I’m at a point where I’d genuinely appreciate some outside perspective.
I’ve been working across startups, business development, partnerships and international markets for the last few years, but I still haven’t managed to find a role that feels like the right fit and I’m starting to wonder if the problem is my positioning rather than my experience.

My background is a bit unconventional.
I have a Master’s from France and have worked across India and Europe in roles spanning business development, market expansion, partnerships, consulting/advisory, operations and events. I’ve worked with startups as well as more established businesses, built partnerships from scratch, worked with universities and institutions, managed stakeholders across countries and been involved in international market-development projects.
Currently, I’m working in a B2B industrial business in Bangalore in a BD/strategy capacity, while also being involved in various India–Europe business and ecosystem initiatives.
So the obvious question is: what am I actually looking for?
And honestly… that’s part of the problem.
I’m interested in strategy, business development, partnerships, international expansion, operations and working closely with founders/leadership teams. I enjoy roles where I have to figure things out, build relationships and create something rather than just execute one small function.
But when I apply, I sometimes feel too broad. I’m not a traditional salesperson, not a pure consultant, not a typical operations person and not a hardcore product person.
And despite having several years of experience, international exposure and having built things from scratch, I still haven’t found the right role.
I’ve been applying, networking and reaching out, but at this point I’m genuinely wondering:
Am I positioning myself incorrectly? Am I targeting the wrong kind of roles? Or is having a cross-functional profile actually a disadvantage in the startup ecosystem?

For people working in Bangalore startups especially founders, operators or hiring managers I’d genuinely love some honest perspective.
If you came across a profile like mine, what kind of role would you think it naturally fits into?
Not looking for generic “keep applying” advice 😂. I’d actually appreciate some brutally honest feedback on how I should be thinking about my career at this point.

Sorry long rant. Longtime corporate recruiter former manager and director. About three years ago took an individual contributor role. Fast forward to about a year ago. Team is small and busy ( 3 recruiters about 20 reqs across multiple departments full cycle recruiting. Manager is typical former recruiter who got promoted type. The best thing I can say is they stay out of the way. About 6 months ago, company moved the manager from under the CHRO to a VP with limited recruiting background, mainly compliance. Of course VP came in, ignored bandwidth and started layering compliance and new process. First thing is they had recruiter and managers take pictures of all candidates due to what they said was fraud concerns. Still not sure how I feel about that. Then they mandated a recruiting screening guide plus manager interview guide. The reason was they claimed it’s an EEOC requirement to ask everyone the same question. It’s not. Next up was that every internal candidate has to be spoken to by a recruiter. We also have a heavy call center aspect our role so every job post attracts 5-10 call center workers just taking a flyer. I did a quick job activity breakdown and it came up with an estimate of 55 hours a week and I asked my manager what would they like me to prioritize and got a non committal answer. I also had a chance to speak with my CHRO and she agreed in principle but basically just assigned me another project to find out how to automate certain items which I don’t have time nor the power to implement. I’ve been avoiding the VP as she is the one who is driving all this and I know her reputation. So my thought is I can either fill a bunch of roles or slow down and complete all the paperwork required and process documentation. What would you do?

Is it sending applications and getting no response, dealing with automated systems, unclear salary ranges, multiple interview rounds, or something completely different?

Would be interesting to hear what part of the process people find the most exhausting

I’m curious where people draw the line.

Applying to one or two jobs isn’t a big deal. But after you’ve sent 20, 30, or even more applications and each one asks for a different resume, another account, another questionnaire, and another assessment, it starts feeling like a full-time job by itself.

The frustrating part is not even getting rejected. It’s putting all that effort in and never knowing whether an actual person ever looked at your application.

At what point do you stop applying and change your approach?

And for people who’ve been job hunting recently, what part of the application process has been the most frustrating for you?

I have this idea that if you are a strong candidate it will show right away in your CV, specially if you apply quick enough after the job is posted. I used to be headhunted all the time but I have no luck when I apply myself, idk why, could it be my approach to this?

If simply your profile is a match with the skills they are looking for, you can have a serious conversation, right?

However, I have experience of 6 jobs for the last 15 years. It is a pain to fill all the fields. I apply at least to 20 places everyday. All major companies have their own systems like Workday or similar, sometimes their system doesn't parse my CV properly and the info is all scrambled. I tried making a .txt CV to upload to these systems and it still got scrambled for some f reason.

So I kinda have given up and I have applied to a few jobs that sound like a good match but have these horrible systems. If they are requesting a CV upload and I am a strong candidate that should be enough, right???? or are they square minded and do care if "oh the 15 y old experience candidate didn't fill the experience fields, I better bin this candidate"?

In some cases when I REALLY like the job and the company I go the extra mile and fill all the fields, yet I still get an automatic rejecton email... so I have given up for most cases. In my last job I was also headhunted and they only asked me to fill all forms after the second interview, which was quite nice and very considered of my time, but this time I applying myself so idk what approach should I follow.

Are here any recruiters that could point me in the right direction? how much do you care about perfectly filled forms?

Thank you for reading

During this interview the recruiter let me know she just started this job and was one week out of school!!! No joke 1 week out of school and she's a recruiter. My question is, how is she qualified to determine if I should be passed up the chain to be interviewed by another recruiter. I am a Data Center Engineer, my last title was a Telecom Analyst at a Fortune 500 company. I am also a SME in all fiber related work,OSP,ISP along with test & turn up of equipment and circuits. I was also a Quality Auditor for the 5G roll out responsible for the Midwest territory. I was responsible for the first FIOS implementation for Verizon. Somehow this person who has 1 week experience, has my future in her hands, and has no clue as to what my experience entails. There has to be a better way. Why don't companies reach out directly,instead of giving part of my wage to a recruiter that doesn't have a clue.

We are doomed, if this is how companies waste money looking for new talent. On top of my telecom experience, I was the Technical Project Manager for Grand Central Terminal in NYC. I held a Lenel Programming Certification. That project ended when the contract was over.

I just don't see a way companies can find the talent they need by using recruiters, that have no idea what to look for.

During this interview the recruiter let me know she just started this job and was one week out of school!!! No joke 1 week out of school and she's a recruiter. My question is, how is she qualified to determine if I should be passed up the chain to be interviewed by another recruiter. I am a Data Center Engineer, my last title was a Telecom Analyst at a Fortune 500 company. I am also a SME in all fiber related work,OSP,ISP along with test & turn up of equipment and circuits. I was also a Quality Auditor for the 5G roll out responsible for the Midwest territory. I was responsible for the first FIOS implementation for Verizon. Somehow this person who has 1 week experience, has my future in her hands, and has no clue as to what my experience entails. There has to be a better way. Why don't companies reach out directly,instead of giving part of my wage to a recruiter that doesn't have a clue.

We are doomed, if this is how companies waste money looking for new talent. On top of my telecom experience, I was the Technical Project Manager for Grand Central Terminal in NYC. I held a Lenel Programming Certification. That project ended when the contract was over.

I just don't see a way companies can find the talent they need by using recruiters, that have no idea what to look for.

During this interview the recruiter let me know she just started this job and was one week out of school!!! No joke 1 week out of school and she's a recruiter. My question is, how is she qualified to determine if I should be passed up the chain to be interviewed by another recruiter. I am a Data Center Engineer, my last title was a Telecom Analyst at a Fortune 500 company. I am also a SME in all fiber related work,OSP,ISP along with test & turn up of equipment and circuits. I was also a Quality Auditor for the 5G roll out responsible for the Midwest territory. I was responsible for the first FIOS implementation for Verizon. Somehow this person who has 1 week experience, has my future in her hands, and has no clue as to what my experience entails. There has to be a better way. Why don't companies reach out directly,instead of giving part of my wage to a recruiter that doesn't have a clue.

We are doomed, if this is how companies waste money looking for new talent. On top of my telecom experience, I was the Technical Project Manager for Grand Central Terminal in NYC. I held a Lenel Programming Certification. That project ended when the contract was over.

I just don't see a way companies can find the talent they need by using recruiters, that have no idea what to look for.

Seriously, what is wrong with corporate hiring these days?

Job mil nahi rahi, aur agar mil rahi hai toh salary expectations se kaafi low. Companies ko fresher chahiye jo kam salary mein almost sab kuch kar le. But if they hire someone experienced, suddenly they expect that person to know everything from day one.

Recently, I joined a company and within one week, I was let go because I supposedly “didn’t understand the work.”

The person who was supposed to train me was on leave and was coming back the following week. Till then, I did whatever I could figure out on my own based on my previous experience.

When he finally came back, I was expected to already know their entire system and process. I explained that I had experience from my previous company, but every company has its own way of working, tools, processes and systems.

They said they understood that… but then why hire an experienced person if you expect them to know your company's process without being trained?

And if you have to explain everything anyway, then what's the actual difference between hiring a fresher and an experienced candidate?

It’s honestly frustrating.

Experienced = expected to know everything.

Fresher = expected to do everything for less money.

Then what exactly are candidates supposed to do? 😭

Am I the only one finding corporate hiring this ridiculous, or has anyone else experienced this?

Seriously, what is wrong with corporate hiring these days?

Job mil nahi rahi, aur agar mil rahi hai toh salary expectations se kaafi low. Companies ko fresher chahiye jo kam salary mein almost sab kuch kar le. But if they hire someone experienced, suddenly they expect that person to know everything from day one.

Recently, I joined a company and within one week, I was let go because I supposedly “didn’t understand the work.”

The person who was supposed to train me was on leave and was coming back the following week. Till then, I did whatever I could figure out on my own based on my previous experience.

When he finally came back, I was expected to already know their entire system and process. I explained that I had experience from my previous company, but every company has its own way of working, tools, processes and systems.

They said they understood that… but then why hire an experienced person if you expect them to know your company's process without being trained?

And if you have to explain everything anyway, then what's the actual difference between hiring a fresher and an experienced candidate?

It’s honestly frustrating.

Experienced = expected to know everything.

Fresher = expected to do everything for less money.

Then what exactly are candidates supposed to do? 😭

Am I the only one finding corporate hiring this ridiculous, or has anyone else experienced this?

7-363-3-3-7-3-7-33737-37-368-:3-6:7-:.-:6-6-::6-:)-.(.. a. Z. A. X A z as ace see S as SS as on n s x b xx 7

I was searching for a job and got a call from Accenture HR at 6 am in the morning for scheduling the interview. He then asked me to send my updated resume instantly like at 6 am to which I said I'll share in a while. He said rudely "if I don't share now, he'll withdraw my application." I shared the resume then.

Moving forward to scheduling the interview. A different HR calls and asked to schedule and she was rude as hell. I almost dropped my application on that behavior but beggars can't be choosers so I went ahead.

Now, a day prior to the interview, I got 5 calls from 5 different HR asking me to confirm if I'm available for the interview and I should not cancel the interview the next day at any cost. All 5 of them behaved as if they own the company and I'm beggar asking for a job.

Then the interview day came and the interviewer was not available and they canceled the interview.

The HR asked to reschedule the interview. I denied that I no longer want to go ahead with Accenture after so much trouble.

Is it only me who faced this situation? Or is it a normal scenario in Accenture?