If you move it in-house, I would recommend changing your application process to include a video portion. Unless they can point to a long track record of open source.
All engineers are utilizing GPT to write their resumes/cover letters.
The written word and keyword references are no longer a signal of ability.
Give them a couple of questions to answer on video.
Record the time when the questions were displayed vs when their video cover letter/resume was submitted to ensure they're organically answering the questions.
Otherwise, be prepared to sift through literally 1,000+ applicants.
Hiring has slowed in the U.S. I wonder if in part it's because everyone now can submit a very qualified resume and it's become increasingly difficult to differentiate good vs bad candidates? Especially given the increase in applicants.
All engineers are utilizing GPT to write their resumes/cover letters.
The written word and keyword references are no longer a signal of ability.
Give them a couple of questions to answer on video.
Record the time when the questions were displayed vs when their video cover letter/resume was submitted to ensure they're organically answering the questions.
Otherwise, be prepared to sift through literally 1,000+ applicants.
Hiring has slowed in the U.S. I wonder if in part it's because everyone now can submit a very qualified resume and it's become increasingly difficult to differentiate good vs bad candidates? Especially given the increase in applicants.