The sudden explosion in popularity of AI Hawk means that we now live in a world where people are using AI-generated resumes and cover letters to automatically apply for jobs, many of which will be reviewed by automated AI software (and where people are sometimes interviewed by AI), creating a bizarre loop where humans have essentially been removed from the job application and hiring process. Essentially, robots are writing cover letters for other robots to read, with uncertain effects for human beings who apply to jobs the old fashioned way.

“Many companies employ automated screening systems that are often limited and ineffective, excluding qualified candidates simply because their resumes lack specific keywords. These systems can overlook valuable talent who possess the necessary skills but do not use the right terms in their CVs,” he said. “This approach creates a more balanced ecosystem where AI not only facilitates selection by companies but also supports the candidacy of talent. By automating repetitive tasks and personalizing applications, AIHawk reduces the time and effort required from candidates, increasing their chances of being noticed by employers.”

AI Hawk was cofounded by Federico Elia, an Italian computer scientist who told 404 Media that one of the reasons he created the project was to “balance the use of artificial intelligence in the recruitment process” in order to (theoretically) re-level the playing field between companies who use AI HR software and the people who are applying for jobs.

our goal with AIHawk is to create a synergistic system in which AI enhances the entire recruitment process without creating a vicious cycle,” Elia said. “The AI in AIHawk is designed to improve the efficiency and personalization of applications, while the AI used by companies focuses on selecting the best talent. This complementary approach avoids the creation of a ‘Dead Internet loop’ and instead fosters more targeted and meaningful connections between job seekers and employers.”

There are many guides teaching human beings how to write ATS-friendly resumes, meaning we are already teaching a generation of job seekers how to tailor their cover letters to algorithmic decision makers.

i don't even really care if the answer is right, as long as the person i'm talking to can talk about complexity cogently. if i'm interviewing for an entry-level position, i don't even really care about that, we can teach it, it's not that hard.

Anecdotally I have noticed junior engineers being increasingly difficult to work with since many of them are leetcode drones who have issues working and figuring things out on their own. They got really good at passing 'the test' but did not develop many other skills relating to technology and many times do not really have an outside interest in it beyond being able to get a job.