At this point why don't you try to go out and contact candidates yourself or via a recruiter rather than posting jobs? It seems to me that with LLM-based tools you are going to find it increasingly difficult to get those 2-3 out of the 40; all 40 will be LLM-written to perfect match your posting.

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criddell 4 hours ago | parent | next [-]

AI tools have devalued resumes and cover letters, personal repos, leet code scores, etc...

It's always been the case, but now it's more true than ever: your professional network is super important. If somebody on the inside can recommend you, your chances of getting an offer are good compared to throwing your resume on the pile.

	▲	quadrifoliate 3 hours ago \| parent [-]
		Even for non-inside hires, I feel like it's more efficient for me as a hiring manager to go out and look for candidates rather than triage some AI-generated pile of crap.

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legitster 5 hours ago | parent | prev | next [-]

Especially if the job is posted on LinkedIn. You can already just poll a list of the most qualified candidates and reach out to them with opportunities.

The problem is companies would actually have to make compelling offers to qualified people.

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pixl97 5 hours ago | parent | prev | next [-]

>via a recruiter

While not as bad as applying yourself, they can be pretty damned awful.

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Aurornis 5 hours ago | parent | prev | next [-]

I do reach out to LinkedIn profiles and some social media accounts, but I'd never use LLM-written text to do so.

You have to appear like a real human. The candidates in demand get recruiter spam all week long. If you go LLM slop canon on their inbox they're not going to respond.

Cold outreach has a low response rate. It's worth doing, but you can't rely on it. You have to go through all angles.

Typically I'd be doing a mix of my own cold outreach, public job postings, an internal company referral program, and for difficult roles a trusted external recruiter who I know is good for candidates.

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gedy 4 hours ago | parent | prev [-]

Yeah, I’ve never understood this - earlier in my career this was the standard to have technically skilled hiring managers look for and contact people.

Now people act like they must have this ridiculous firehose of resumes to sort through, then have non-technical HR gals sort and filter out based on whatever random criteria they use, and then by the time it gets to the hiring managers - they still have no idea if this person is a complete idiot or has any skills at all. The qualified people you actually want to hire don’t want to be treated like idiots or liars either.

I just don’t feel it has to be this way - there is zero value in a firehose unless you were looking for desperate and cheap people.

	▲	whstl 4 hours ago \| parent [-]
		I don't think anyone really wants the firehose. It's just something that happens when you advertise on any popular platform. However I'll agree with you, the non-technical people sorting CVs on unknown criteria is something that became very widespread lately, and is certainly part of what's contributing to the problem. Perhaps managers starting to do it by themselves rather than having HR in the middle is the answer to the problem.