We've all been there, waking up early, applying for jobs, trying to be among the first to apply, even when the role doesn't match. And now with powerful LLMs, you can tailor your resume for roles you aren't qualified for. Even if the gap is 100%, somehow you end up building a resume for it.
Recruiters are overwhelmed by the volume of applications. Some say they can easily recognise AI-generated resumes, but I'm afraid that's not the case, at least from what I've seen, considering how well you can humanise and retrofit the bullets.
So the real question is: how do you land a job at a time like this? Is there even hope in building resumes?
Truth is, resumes aren't going anywhere for a while, because most companies' hiring pipelines are built around them. That's literally the first step of screening.
That said, some companies are quietly moving away from treating the resume as a strong signal. Think AI-based task interviews where you're fully monitored during the assessment, or AI interviewers that ask questions to gauge your actual skills.
The job market has always been tough, but hiring is actually rebounding. Software job openings are up roughly 14% year over year, and Q1 2026 saw the highest number of open SWE positions since early 2023.
And here's the thing: even if AI can write code and crush benchmarks, it doesn't fully replace humans. It increases the sheer volume of products in the market. We're talking 1000x. AI is accelerating production, not replacing it. Someone who could build a payment API in 2 months can now do it in 2 days without writing sloppy code. That's the difference.
Don't have FOMO. There are tons of tools that claim to get you interviews, and the reality is most of them don't work the way they're advertised. They probably do land interviews somehow, by tricking the ATS, but then fail almost inevitably in the actual interview.
Here's what works instead:
Apply to 3-5 high quality jobs every day, meaning jobs that actually match your profile 70-80%.
Tailor the resume per role if it's not an exact match, but respect the gaps. Don't invent bullets or numbers that you cannot justify in an actual screening.
There's actually a repo which helps you with this. Be truthful, but don't hesitate to use technology, and that's exactly what it does: https://github.com/santifer/career-ops
Use Apollo, but use it wisely. Don't email the recruiter or hiring manager saying "I'm interested in a position." Look at the role you want to apply for and ask a meaningful question about the role, or about the problem their company is trying to solve. Say you're interested to know more, or ask a question about the JD before applying. Make it subtle and natural, the goal is to grab the recruiter's attention.
Don't let Claude and Apify go on autopilot and run wild. You'll eventually get flagged by the job boards, or you'll run into an embarrassing screening session.
SWE resumes are unique. The bullets don't just represent a statement or an accomplishment. Every bullet communicates proof of work, without boring the hiring manager, coming straight to the point.
And if you ever get confused about templates: the easiest bet is Jake's Resume. It's almost the gold standard and you won't go wrong with it.
If you're interested in what we learned after analysing 1000+ SWE resumes, and the common patterns that hold people back, you can read more about it here: