The claim is everywhere: “75% of resumes are rejected by Applicant Tracking Systems before a human ever looks at them.” It appears in LinkedIn posts, career-coach webinars, and countless template-selling sites. Job seekers spend hours tweaking fonts, removing tables, and stuffing keywords, convinced they’re outsmarting a ruthless robot.
A new study from resume platform Enhancv decided to test the story. Between September and October 2025, researchers conducted structured interviews with 25 U.S.-based recruiters who collectively use more than ten different ATS platforms—Workday, iCIMS, Greenhouse, Bullhorn, BambooHR, SuccessFactors, Teamtailor, Phenom, Lever, and others. They hire for companies ranging from 120 to over 50,000 employees across tech, healthcare, finance, manufacturing, CPG, construction, education, retail, and energy.
The result is unambiguous: 92% of recruiters (23 out of 25) stated their ATS does not automatically reject resumes for formatting, design, content gaps, or missing keywords. Only two recruiters—both using Bullhorn and BambooHR—had content-based auto-rejection switched on, and even then it triggered solely on hard requirements such as “match score below 75%” or “fewer than seven of ten required technical skills present.” Fancy graphics, two-page layouts, or modern fonts never caused a rejection.
This finding dismantles the core myth. The real reasons resumes disappear are far more human: overwhelming application volume, poor timing, and lack of immediate relevance.
Where the 75% Myth Came From
When asked where they first heard the statistic, 68% of recruiters pointed to job seekers repeating it on LinkedIn or TikTok. Another 20% blamed career coaches and resume services recycling outdated advice, while 12% cited mainstream media headlines that offered no source. About one in ten recruiters had never even encountered the claim until the interview.
Reggie Martin, an LA-based recruiter, called it “a false narrative that takes advantage of people… a shame that people resort to that scare tactic.” The myth persists because it offers a comforting explanation for silence: it’s the software’s fault, not ours.
Knockout Questions vs. Auto-Rejection
Every recruiter—100%—uses knockout questions: simple yes/no checks for eligibility. Common examples include:
- Legal authorisation to work
- Required certifications or licenses
- Location or relocation willingness
- Minimum education or typing speed
Failing a knockout routes the application to “rejected” or “review later.” Passing it guarantees the resume reaches a human. These are compliance tools, not formatting traps.
As one VP of HR explained, “The knockout question that knocks out most… is ‘Are you a resident of the United States and do you require employer visa sponsorship?’” In high-volume roles, a single question can filter out 30% of applicants instantly—legally and fairly.
The True Barrier: Application Volume
Recruiters reported staggering numbers:
- Data analyst roles: 400–500 applications in one week
- Software engineering positions: up to 2,000 applicants
- Customer service and sales openings: 1,000+ within days
Even companies that promise “every resume is reviewed” stop reading once they have a strong shortlist—typically 250–300 candidates. Andrew Hills, a talent acquisition manager, said, “If we left it open for a week, I think we would have 400, 500 resumes.” Charkin Whitehead from Allegis Global Solutions added, “There are a lot of positions where I get 2,000 applicants.”
Once the shortlist is full, late arrivals are effectively invisible. Vickie Marandina admitted, “I hate to say it, first-come, first-served, just because I don’t have the time to go through and review that many resumes.”
Timing Is the Biggest Lever
Fifty-two percent of recruiters review applications in exact arrival order. Another 36% wait for a pre-set batch threshold before starting. The practical implication is stark: apply within the first 48–72 hours, or your resume joins hundreds (or thousands) that will never be opened.
AI Fit Scores Are Guides, Not Gatekeepers
Forty-four percent of systems display an AI-generated “fit score.” Usage breaks down as follows:
- 36% use it as a triage hint, then read manually
- 8% use it for ranking only
- 56% ignore it or have it disabled
Elizabeth McGee, a software-company TA manager, said, “My rule when I do follow the AI suggestions is that I will still look at the candidates… to ensure that it is accurate.” Jared Harris from Sutter Health noted their fit score is “hit and miss,” while Gabriella Solis in real estate stated, “The only way to reject is manually on our end.”
The 10-Second Human Scan
Recruiters decide in seconds. Ninety-two percent prioritised “clear, skimmable structure.” Their mental checklist:
- Short bullet points (under 15 words)
- Bold job titles, right-aligned dates
- Metrics upfront (“reduced costs 18%,” “99.7% on-time delivery”)
- Tools mentioned naturally (SAP, Zendesk, Salesforce)
- One page for entry-level, two pages maximum
- Reverse-chronological order
Red flags that trigger instant rejection:
- Overly graphic Canva designs that garble in the ATS preview (20% cited)
- Paragraphs longer than three lines
- Seven-to-eight-page resumes (8%)
- Oldest-first job order (8%)
- Generic applications that forget to change the job title
Actionable Takeaways for Hiring Teams and Candidates
For organisations:
- Use knockouts sparingly and transparently to protect compliance without alienating talent.
- Post roles mid-week and consider pausing after 48 hours to manage volume.
- Train recruiters to focus on relevance and proof, not aesthetics.
- Encourage LinkedIn outreach—32% of recruiters said a warm InMail beats 100 cold applications.
For job seekers:
- Apply within 72 hours of posting.
- Lead with your strongest metric in the first bullet.
- Mirror the job description naturally once per key phrase.
- Keep design clean and scannable; save creativity for the interview.
Methodology in Brief
Twenty-five in-depth interviews were recorded, transcribed, and coded quantitatively (e.g., yes/no on auto-rejection). Confidence intervals (90% CI: 2–21% for the 8% auto-reject figure) reflect the small but rich sample. While U.S.-focused, the patterns align with global high-volume hiring challenges.
Final Word
The ATS is not deleting your resume. It is storing it—while exhausted humans race to fill roles before the next 500 applications arrive. Understanding this shifts the conversation from fear of algorithms to respect for recruiters’ time. Write clearly, apply early, prove impact, and reach out personally. Those habits, not template tricks, open doors.
About the author
Volen Vulkov is a resume expert and the co-founder of Enhancv. He has written more than 500 resume guides and deep-dive articles on how to create your resume and cover letter, which inspire job applicants to make a resume to be proud of. His work has been featured in Forbes, Zendesk, HubSpot, and Business Insider and cited by top universities and educational institutions, like Thunderbird School of Management, Rochester University, University of Miami, and Udemy.
