A Stellar Candidate Got Rejected for Not Having 'Recent' ATS Experience. The Fallout Was Immediate.
Bryan Creely, a former recruiter and co-founder of Soor, applied for a role that a recruiter had assured him was an ideal fit. He had spent years in recruiting, led teams, and worked directly with executives. But when the company’s leadership reviewed his profile, they decided his lack of recent work with an applicant tracking system was enough to disqualify him.
Creely was puzzled by the rejection and asked for specific feedback. The recruiter told him:
“You have an excellent recruiting background, you’ve led teams, and you’ve worked directly with executives. We need someone who can develop our less-experienced recruiters.”He responded that mastering the software interface would take him at least a few weeks. The recruiter’s reply was blunt:
“I know, but unfortunately, she has already made the decision.”
The story was later shared and discussed on Improve Your HR (evilhrlady.org).
For hiring professionals, the case offers a familiar dilemma: how much weight should be given to recent experience with a specific tool versus a candidate’s broader track record? It raises questions about whether companies are evaluating what applicants can learn, not just what they already know. In a fast-moving job market, the company’s choice suggests that technical fluency is becoming a decisive factor—even when the candidate brings substantial domain expertise.