Candidates are embedding hidden text and instructions in their resumes to game automated AI hiring platforms. This 'prompt hacking' tactic, reportedly found in up to 10% of applications by one firm, represents a new front in the cat-and-mouse game between applicants and the algorithms designed to filter them.

When hiring global remote talent at scale, a typing speed test is a surprisingly effective first filter. The vast majority of applicants fail to meet a basic threshold (e.g., 35 WPM), indicating a lack of the digital proficiency required for any remote role, from admin to engineering.

LinkedIn now automatically profiles you using an LLM that analyzes your bio, title, and industry. Unlike the old system of self-selected keywords, you must now craft your bio with machine-readability in mind, clearly stating your ICP, industry, and credibility metrics for the algorithm to categorize you correctly.

Young professionals' offensive or foolish online posts become a permanent liability. HR departments conduct Google searches and will discard applicants with problematic histories without ever telling them why, effectively closing doors to future opportunities based on past digital indiscretions.

When evaluating a candidate's job history, distinguish between those 'running towards' an exciting opportunity and those 'running from' a negative situation. The former is a strong positive signal of ambition and conviction. The latter can be a red flag that warrants deeper investigation into potential performance or culture fit issues.

Hiring managers often dismiss strong candidates by making snap judgments based on a resume. Focusing on the person behind the paper—their drive, skills, and potential—frequently reveals that the initially overlooked individual is the perfect fit for the role, according to executive search partner Mitch McDermott.

To filter for genuine talent, test if a candidate for a 'storyteller' role would accept a less glamorous title like 'copywriter'. This heuristic separates those obsessed with the craft of writing and structuring words for impact from those merely chasing the status of a trendy job title.

As AI renders cover letters useless for signaling candidate quality, employers are shifting their screening processes. They now rely more on assessments that are harder to cheat on, such as take-home coding challenges and automated AI interviews. This moves the evaluation from subjective text analysis to more objective, skill-based demonstrations early in the hiring funnel.

The vast majority of a recruiter's attention is focused on the top 25% of the first page. Job seekers should treat the top three-line summary as the entire resume, packing it with their most impactful qualifications, recognizable company names, and quantified results.