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Hiring systems
Read time4 min readUpdatedDecember 2025

Where automation actually filters you out

Automation touches exposure, eligibility, and ranking - not just parsing.

The Pipeline

Multiple Touchpoints

Hiring algorithms influence who sees a job, who is surfaced, and who is screened.1

Source
Upturn - Help Wanted

Automation touchpoints

Automation starts before the application. Exposure and ranking shape who gets reviewed at all.1

Automation risk cascade
1
Sourcing

Ad Delivery

Old ads only shown to certain demographics

2
Screening

Resume Parsing

Non-standard formats parsed incorrectly

3
Selection

Ranking

Bias against gaps or 'non-target' schools

4
Interview

AI Scoring

Standardized questions with biased grading

Bias compounds downstream

Each automation handoff can amplify bias from the previous stage. The human interview is where the most damage occurs.

Fig. 1 — Risk CascadeAutomation handoffs where bias can compound

Why this matters

If automation controls exposure and ranking, then the job is to make sure your resume is legible to both systems and humans.1

Exposure risk

Recruiter lens: you cannot impress someone who never sees the resume.

Ranking risk

Automation can shape order of review, which changes who gets attention.

Where automation shows up

Automation affects the funnel before you are reviewed. These touchpoints shape who gets seen first.1

  • •Exposure: who is shown the role in the first place.
  • •Eligibility: rules or screens that auto-filter applications.
  • •Ranking: ordering of candidates for recruiter review.

Practical checks

Recruiter lens: the goal is to remove parser friction and present readable evidence.

  • •Use standard section headers like Experience and Education.
  • •Keep dates in a consistent format.
  • •Avoid layout tricks that break parsing.

Definition: automation touchpoints

Automation touchpoints are the stages where systems filter, rank, or route candidates. Each touchpoint can amplify bias or noise.1

Limitations

  • •Automation practices vary widely and are often undisclosed.
  • •Some teams rely heavily on humans, while others automate early screens.

FAQ

Is automation only used at the resume stage?

No. Automation can affect exposure, eligibility, and ranking before a resume is even reviewed.

How can I reduce automation risk?

Use clear role titles, standard section headers, and consistent dates to improve legibility.

Does formatting matter for algorithms?

Yes. Parsers fail on non-standard layouts, which can reduce visibility.

How RIYP responds

01

Structured signal

We format experience so parsers and ranking tools can read it cleanly.

02

Human clarity

We optimize for the recruiter who sees the output of the system.

Related Research

ATS: How They Actually WorkATSHiring Algorithms and BiasResearchDiscrimination in HiringEquity

Sources

  1. Help Wanted: An Examination of Hiring Algorithms, Equity, and Bias - Upturn (2018).
  2. An Auditing Imperative for Automated Hiring Systems - Harvard Journal of Law & Technology (2021).

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