He tried with a tiny model (gemma3:4b), got a range from 66 to 99. Then tried again with a small model (gemini 3.1 flash lite), the range was 48 to 64. Would a frontier model be more consistent? Perhaps this tool was optimized for more capable models?

It's funny that even after all these years and all this money invested in technology, we still haven't come up with anything better than word-of-mouth for hiring great people. Many serial founders have said that, despite the most stringent interview processes and the most sophisticated filtering pipelines, they still have a higher hit rate with people they've worked with in the past.

This isn't to diminish the whispernet. Rather, it shows just how many important signals cannot be quantized.

Or maybe your LLM results are being manipulated, 66/99 is a classic hacker dad quantification meme. :)

What does ATS mean? Neither github repo nor article explain that.

I really dont understand this constant changing of numbers. I have tried a bunch of ATS reviewers and everytime on the same resume i get different numbers. Its weird and unreliable. I understand the need for doing this to filter through thousands of CVs but maybe there is a better way. Like a take home test at the beginning or a test of somekind.

Why doesn't something like this exist for real estate? A popular open source AVM (automated valuation model) that helps home sellers get an idea of what their home will sell for. Right now it seems AVMs are mainly seen as just a way to capture leads. Every estate agent will tell you they have some magic recipe that makes their valuation better than anyone else's. I have had a bunch of ideas on how to approach this, but I really could do with a collaborator or two.

Yep, any day now AI is going to be so good we'll never need to think again. What's that, it's just a really expensive random number generator?

Don't forget DOGE using LLMs to consider which contracts to "munch", based upon a prompt: https://github.com/slavingia/va/blob/35e3ff1b9e0eb1c8aaaebf3....

Oh ok. So I'll just have to apply 4-5 times to every job to be sure I'm considered. Sounds like a good equilibrium!

I see mention of PDFs both in the article as well as the repo...But i think over the decades that I've been working and applied for roles - almost exclusively in corporate america...I've only been asked for a PDF once! Every other time, everyone wants a Word doc (.doc/.docx). So...is there now some growing HR groups who are asking for PDFs instead? Or, is that if someone asked you for a PDF instead of a Word doc, then that's a signal that said HR groups are employing some sort of agentic review of one's resume (I mean, beyond the conventional ATS systems)??