Fake Experience In Resume

Fake Experience In Resume – A resume that includes bullet points like “fraternity record for most vodka shots in one night” landed “Angelina Lee” interviews at top firms.

Angelina Lee, a Bay-Area-based software engineer with a stacked resume of top jobs at Instagram, Zillow and LinkedIn, had no trouble landing interviews at Reddit, Airbnb, Atlassian and other well-known tech companies. Lee added qualifications such as “Team coffee maker – ensured a team of 6 was fully caffeinated with Antarctic coffee beans ground to 14nm particles” and achievements such as “Connected with Reid Hoffman on LinkedIn” as bullet points and continued to receive requests for interviews from Robinhood , Dropbox, Airtable and more.

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The only problem is that Angelina Lee doesn’t exist. When I called her on Monday, a deep male voice answered the phone. “Hi. I guess it’s Angelina.”

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The person who posted this resume is a software engineer and lives somewhere in the US, but agreed to remain anonymous for fear of retaliation from his current employer and future job opportunities. He started this little job experiment with a fake resume because he and his software engineer friends have always had a hard time securing interviews, even when sending hundreds of applications. (He said he chose a woman’s name because he thought it would make it harder for the fake resume to be traced back to him.) He wanted to test whether there was any truth to the notion that where you work , and where you went to school really makes all the difference.

Turns out it’s more true than he could have ever guessed. Sure, getting interview offers just because of a stacked resume makes sense, to an extent — what tech company wouldn’t be impressed with jobs at LinkedIn, Zillow, and Instagram? But it’s when Lee took things a step further that the experience became surreal. No matter how many bizarre, reputation-damaging bullets he added, the interviews kept coming. “Phi Beta Phi – fraternity record for most vodka shots in one night” even got him some callbacks. reviewed screenshots of his conversations with recruiters.

Lee’s experiment suggests that many tech companies have not seriously evolved the way they recruit and hire, even though they are in an extremely tough war to hire what they see as “top tech talent.” And it is not only the application phase that shows notable flaws in the system. At Google, the famously brutal recruitment system has many people turning down interviews when they realize the process can involve months of prep work. At Facebook, nearly half of the company’s engineering graduates turned down job offers in the first quarter of 2021, prompting a senior recruiter to write a “Why hiring is hard right now” memo to engineers.

When recruiters kept asking Lee for an interview, even after adding “Phi Beta Phi,” he wanted to find out if they actually read his resume. His persona started asking “Would you be able to tell me what parts of my resume stood out for this job?” And the recruiters would respond with generic comments about his skills and his past accomplishments.

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“It was all downhill from there. I was testing how far I can push these bullets before I stop getting answers. I literally didn’t stop getting answers,” he said. “There were so many that I didn’t want to deal with it. I tried to get them to look at my resume and I said, ‘Hey, what part of my resume for this job is the best fit?’ ‘Oh, your skills and the company you work in are solid.’ And I say “OK.”

Lee’s experiment also lends credence to the anecdotal stories that appear almost daily on Twitter, Reddit and elsewhere that accuse tech companies of having a bias against people who have experience at elite institutions. While nearly every company tested by Lee claims to have hiring practices that consider people from a variety of backgrounds, there is a clear system designed here that favors certain elements on a resume.

The most likely explanation for what’s happening here, of course, involves automation. Most companies use an electronic tool that filters resumes based on keywords—in this case, those keywords probably included Microsoft, Instagram, and UC Berkeley. Although it is slowly becoming common knowledge outside of the recruiting world, the average job applicant probably assumes that the recruiter will at least read the resumes that are successfully filtered through the system. Given Lee’s experience, they clearly don’t.

“I don’t know on the recruiting side, maybe it’s me being completely ignorant, but it can’t be that hard to read a couple of bullets each,” Lee said. The last time he applied for an engineering job with his actual resume, he applied for nearly 300 jobs, got about 3% of the interviews he applied for, and ended up choosing between two job offers.

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Anna Kramer is a reporter at (Twitter: @ anna_c_kramer, email: [email protected]), where she writes about work and workplace issues. Before joining the team, she covered technology and small business for the San Francisco Chronicle and privacy for Bloomberg Law. She is a recent graduate of Brown University, where she studied international relations and Arabic and wrote her senior thesis on surveillance tools and technological development in the Middle East.

The CFPB is likely to write rules on Dodd-Frank section 1033 next year, after more than a decade of stalling.

An industry group called the Financial Data Exchange has been a key player in breaking the deadlock among fintechs, banks and consumer groups.

Veronica Irwin (@vronirwin) is a San Francisco-based reporter covering fintech. Previously, she was at the San Francisco Examiner, covering technology from a hyperlocal angle. Before that, her byline was featured in SF Weekly, The Nation, Techworker, Ms. Magazine and The Frisk.

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It’s been 12 years since Congress passed the Dodd-Frank Act, the biggest Wall Street reform in American history. The effects of the bill have been far-reaching, but a key part, Section 1033, has been in abeyance all along.

The provision was intended to give marching orders to banks and fintech companies looking to share data and grow their businesses by providing new digital services to customers, such as budgeting software and online bill payment. Instead, it extended years of wrangling and competition between banks, fintech companies and consumer groups who couldn’t agree on how rules stemming from Section 1033 should be written. At stake was control over customer data, the ability to ensure secure online transactions and a chance to shape a new era of digital banking.

Now it finally seems that an end is in sight. The Consumer Financial Protection Bureau, the agency tasked with drafting rules under Section 1033, has signaled that the issue will be considered by its Small Business Review Panel before the end of the year.

An industry group called the Financial Data Exchange, or FDX, has been a key player in breaking the deadlock and creating surprising cohesion among fintechs, banks and consumer groups on the technical principles of what those rules should be. While FDX does not advocate specific policy proposals, its roughly 230 organization membership—made up of banks like Citi and Wells Fargo, fintechs like Intuit and Plaid, and consumer groups like the National Consumer Law Center—have settled on a single open API standard that they believes should address any regulatory or industry concerns. Now, those members are acting in unison, pushing CFPB Director Rohit Chopra to write rules friendly to their standard.

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“When you start bringing everybody together, you realize there’s a lot of commonality,” said Don Cardinal, FDX’s CEO. Cardinal says his sources on Capitol Hill tell him that draft rulemaking is expected six months after panel review and rules 90 days after that, ending what would be a 13-year wait for rules governing the field of open banking sometime close to August 2023.

But anyone who works in finance knows that forging uniformity among banks, fintechs and consumer advocates on regulatory policy is not nearly as easy as Cardinal makes it sound.

Open banking got its start in the mid-90s, partly as an unlikely collaboration between companies in bitter competition: Microsoft, Intuit (which then owned Quicken) and CheckFree. Microsoft and Intuit each had their own proprietary APIs, then open versions of their APIs, before locking arms and forming a combined open API standard still in use today called OFX. The standard was formed in 1997, before “open banking” was even a concept, but the premise was the same as now: to create an open-access standard for transferring banking information to financial technology companies for consumer use.

Banks recognized that technology companies “had an inside track with customers,” explained Eric Dunn, CEO of Quicken and then CTO of Intuit. “Banks were open to sharing data with Intuit and Microsoft so customers could have a digital experience with their financial information.”

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In the early 2000s, however, banks and fintechs argued over who had control over data transmission. The banks’ argument was that data sharing should be minimized i

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