Resources
How automated hiring actually works
Not a blog. A permanent set of explainers on applicant screening, retained candidate data, and what the research and litigation actually say — updated when the facts change, not on a publishing schedule.
What is an ATS score?
There is no single universal score. Here is what hiring systems actually calculate, and why the shorthand is misleading.
Read →Can ATS data affect future job applications?
How applicant records persist across employers, and where retained data can plausibly influence a later application.
Read →Why qualified candidates get automatically rejected
Keyword parsing, knockout questions, ranking thresholds and assessment cut-offs — the mechanics behind a fast rejection.
Read →Algorithmic monocultures in hiring: what the Stanford research found
When employers draw on the same vendors, rejections stop being independent events. What the Stanford Digital Economy Lab measured.
Read →Hidden hiring scores: what the Eightfold lawsuit alleges
A pending class action argues AI candidate scoring is a consumer report under the FCRA. What the complaint claims, and what it does not establish.
Read →How long can recruiting platforms keep applicant data?
Federal rules set a one-year floor, not a ceiling. What the regulations actually require and where vendor policies go further.
Read →What to do before your next round of job applications
A practical sequence for clearing retained applicant data before you start applying again.
Read →Your right to delete applicant data, state by state
Which states give you an explicit deletion right, what the federal fallback covers, and how the request differs where you live.
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