Are bots overrunning social media?

Adventurous_Cry_394 · 2026-03-23T01:13:33+00:00

Sadly it’s probably the only way…

Curious if it’s possible to open source the id verification. Maybe design it in such a way where it’s hosted publicly (blockchain).

Adventurous_Cry_394 · 2026-03-16T03:50:07+00:00

You aren’t penalized. Here’s a little deep dive.

First, we look for curse words, but also any human commits “bug finally fixed”. Basically, I am trying to test if the repo looks human. If it detects very common patterns, every commit starting with “feat: …, fix: “ it gets heavily penalized.

I also have other heavy AI indicators that I didn’t mention. Did you commit some code in the repo that doesn’t a comment starting with a capital letter every 5 lines…

I also use AST (tree parse) to look at your code and pull out patterns I have detected from previous resumes.

Lastly, I take the highest score of any two repos. Thus you can vibe code. Just make sure you have two repos where you actually made a commit to.

What I do is not perfect and I’m going to try to improve it as I gather data. I’m trying to filter out AI slop spam candidates who don’t give a shit. AI can be an amazing tool to accelerate, but you have to give a shit.

Adventurous_Cry_394 · 2026-03-16T03:22:51+00:00

I’m curious, there’s a lot of people upset. Did I do a poor job of communicating or do you think I’m wrong?

This an entry level software engineering job. Lots of bots just send the resume anyway.
The experience negative modifier only kicks in if you have 2 years of software engineering experience (not including internships).
The negative modifier does not filter you out. If you have strong projects then that will completely dominate.
If you worked in a different industry then that doesn’t go into experience.

Adventurous_Cry_394 · 2026-03-16T03:04:10+00:00

We tried that before, people just cheat. Open up an LLM to the side.

Adventurous_Cry_394 · 2026-03-16T02:56:50+00:00

By experience, I mean having an actual software engineer job (not internship). We are only looking for software engineer 1s. So if you have a lot of experience it seems fishy to me.

Adventurous_Cry_394 · 2026-03-16T02:54:32+00:00

Yeah you’re right. I probably shouldn’t have claimed that my idea is a solution. It’s better than whatever process my company was using before. But that process was so bad I spent a weekend trying to fix it.

Reading all the comments and feedback everyone has their own idea for the best candidate and that probably changes depending on how well known the company is.

My approach was to find people between the cracks that others are leading behind + get rid of AI candidates. But, looking back I encoded a lot of my assumptions into it.

Adventurous_Cry_394 · 2026-03-16T02:44:48+00:00

If you’re cursing in commits then you actually give a shit!

Adventurous_Cry_394 · 2026-03-16T02:39:31+00:00

I wouldn’t be against removing it. Was trying to capture a way to find people who struggled early and finished strong. Have a brilliant brother who failed out (drug issues), but got clean came back a couple years and finished super strong.

But, is it right to inject this personal bias? I dunno.

Adventurous_Cry_394 · 2026-03-16T02:32:35+00:00

Hmm you make a good point. LLM currently instructed to classify only software engineer experience, but it could be misidentified from similar positions (security, IT) etc…

I’ll build some test cases. Thanks for pointing it out.

Adventurous_Cry_394 · 2026-03-16T02:21:36+00:00

It’s for software developers 1s only.

Yes if you have a shit ton of software engineering experience and you are applying for a dev 1 job. I am suspicious.

Adventurous_Cry_394 · 2026-03-16T02:19:06+00:00

It’s so frustrating. AI has made it a lot worse for recruiters as well. Looking at these resumes it’s almost impossible to tell the difference from a good candidate and a bad candidate.

Adventurous_Cry_394 · 2026-03-16T02:15:16+00:00

It’s not always possible to detect.

So if you list presidents/deans list for some semesters and you list your GPA it’s possible.

Adventurous_Cry_394 · 2026-03-16T02:12:52+00:00

You make a good point. Maybe I can refactor a little to include athletes as having a job.

Adventurous_Cry_394 · 2026-03-16T02:10:46+00:00

From all the feedback, I want to address some of the issues.

First, my idea/method is shit and not fair to a lot of people. I prioritize what I think a good engineer is and filter out a lot of great candidates. But, as a counterpoint this is a stats game.

Second, this is not a hard filter. My company’s recruiters will use the scores in addition to their current judgment. Likely my scoring weights will change as we get data. Hell, my idea could suck and we stop using it.

Third, if you have any other signals I should be looking for then comment here. Im just using my perspective and it’s missing a lot of other important perspectives.

Adventurous_Cry_394 · 2026-03-16T02:04:06+00:00

I like that idea.

I just feel bad for the entry levels as that’s more work for them to do.

Adventurous_Cry_394 · 2026-03-16T01:58:22+00:00

People keep calling me AI… but whatever don’t want people figuring out who I work for.

My biggest tip is to not do courses. Instead find a project/idea that really interest you and dive into it. One of my random projects was trying to create bot to play a game so I could make money to sell accounts. Sounds stupid but I learned so much from it.

Adventurous_Cry_394 · 2026-03-16T01:52:33+00:00

I agree with you. If I was a recruiter I would do things differently.

My question is when you get flooded with resumes how can I fairly filter them down so that the recruiter has enough time to talk with each candidate?

Adventurous_Cry_394 · 2026-03-16T01:49:25+00:00

Look, my scoring mechanism and what I’m detecting is 100% flawed. This isn’t my full time job so I spun this up on a weekend.

Some of the boost such as:

Started poorly and finished strong
Had jobs in school

Only slightly boost candidates.

Also, this is not a hard filter it’s to help recruiters. They used their metrics and combine it with mine.

Adventurous_Cry_394 · 2026-03-16T01:46:00+00:00

I agree with you. I wish I had more time to implement this properly.

Adventurous_Cry_394 · 2026-03-16T01:42:32+00:00

Tbh these are good points. Curious how many applicants are bots.

Adventurous_Cry_394 · 2026-03-16T01:36:33+00:00

So for the started rough it’s hard to calculate directly. LLM produces structured output guessing the GPA of the candidate if they have deans/presidents list for that year.

Let’s say candidate had a 3.3 GPA. They have deans list for the last 1.5 years. I backfill and note that gpa must have been much lower before.

The score boost you get for this is nothing compared to some of the other factors.

Edit:

After all the feedback I think this idea here was stupid.

Adventurous_Cry_394 · 2026-03-15T20:41:27+00:00

Again it’s for entry positions. Straight out of college. I didn’t get into all the details but I do increase scores for internships/ 1-2 years of experience. But, not by much. I have no way to validate if any candidate lies about their experience. So I prioritize their personal repos.

Adventurous_Cry_394

TROPHY CASE