Yes, but it would break many pages and it wouldn’t protect you from many attacks.

It’s like wearing a gas mask: you can still be hit by a car or bitten by a dog, it ruins your walk in the park, but it makes you immune to some toxins.

Custom made with Ollama.

Ours is LLM based. It makes mistakes, but nothing terrible.

As a first low-bar filter to eliminate candidates that are less likely to succeed.

It’s pretty normal to look for someone with a personality in line with the team to avoid personal conflicts (eg “no jerks rule”). Some places also avoid people with a spine fearing a conflict with the management.

I see it as a compliment when it happens to me.

Make it socially unacceptable to adopt and maintain some behaviours.

It will take generations, but it’s the only way to have the political support to reject certain things.

I’ve been doing interviews for lots of years and in several companies. I give feedback to the hiring manager who is supposed to sugarcoat it a bit and forward it, but most of times there’s not much to say beyond “that’s not the right guy”.

I rejected good candidates just because I knew that the final interview would reject them anyway for some secondary aspect that happens to be valued a lot by a manager. I also rejected good candidates because I was convinced they would not like the job and leave in a year.

It’s not always a matter of skills and it’s not always something you can put in a formal reply.

HR departments also don’t use AI.

Mine does.

I’ll test it with the filter I implemented, but you would be rejected by a human anyway if your CV isn’t good enough + people like me always check for tricks in the CVs and reject based on that alone.

Basically: bad idea.