(Disclosure: I'm one of the engineers and technical interviewers at Triplebyte.)
This comment is spot on: most companies are forced to create cheap heuristics for filtering engineering applicants, and most of these quick-to-evaluate rules will have surprisingly high false positive and false negative rates. You'll miss out on great engineers you auto-reject, and spend hours interviewing people you shouldn't.
Part of the reason for unfairness is that everyone doing hiring is creating these heuristics independently.
Better filters are possible -- we've found that it's even better when you avoid resumes entirely and go background-blind! But these are no longer simple "if typos >= 2 then reject" or "if GPA > 3.x" heuristics, and are of sufficient complexity that they're beyond the scope of each individual company or hiring manager to develop independently.
This comment is spot on: most companies are forced to create cheap heuristics for filtering engineering applicants, and most of these quick-to-evaluate rules will have surprisingly high false positive and false negative rates. You'll miss out on great engineers you auto-reject, and spend hours interviewing people you shouldn't.
Part of the reason for unfairness is that everyone doing hiring is creating these heuristics independently.
Better filters are possible -- we've found that it's even better when you avoid resumes entirely and go background-blind! But these are no longer simple "if typos >= 2 then reject" or "if GPA > 3.x" heuristics, and are of sufficient complexity that they're beyond the scope of each individual company or hiring manager to develop independently.