The Resume Is Not a Signal: Why Technical Hiring Is Broken

After interviewing over 500 engineers, one pattern is unmistakably clear: resumes are a terrible predictor of job performance. They're optimized for ATS systems, not for showing how someone actually works or thinks. A resume reduces years of engineering experience to a list of keywords and job titles that tell hiring managers very little about a candidate's real abilities.

The signal problem in hiring

What predicts success in an engineering role? Our research shows that verifiable contributions, real projects, and demonstrated problem-solving ability are far better indicators than keywords on a page. Yet most hiring processes continue to rely on resume screening as the primary filter, introducing noise and bias at the very first step.

What works better

Skills-based hiring, work sample tests, and verified project portfolios provide much stronger signals. Companies like Stripe, GitHub, and Automattic have moved toward these approaches and seen better hiring outcomes as a result. The key is evaluating what candidates can actually do, not what they claim on a document.

At DevPass, we're building a platform that makes verified evidence the foundation of professional identity. Instead of optimizing for ATS keyword matching, developers can showcase their real work, and companies can search for verifiable skills.