The ATS Dilemma: Why “Auto-Rejection” Isn’t a Myth—and How to Beat It

You know what’s worse than throwing your back out from blinking too hard? (These 40s are not for the weak!) It’s the widespread denial that ATS systems are auto-rejecting perfectly good job seekers and folks on LinkedIn acting like it’s all in their heads.

When job seekers complain they’re getting “auto-rejected” or “can’t beat the ATS,” here’s the cringe-worthy response I often see:

“There’s no such thing as auto-rejection.”

“I’ve been in HR for 87 years. Humans read every resume.”

“You got rejected on Christmas Eve at 2:12 AM, four minutes after applying at 2:08 AM? That was just a really dedicated recruiter working holiday overtime.”

Usually I stay out of these debates because LinkedIn loves to silence my Southwest Atlanta chic tone, but then reality hits.

The Shocking Truth: HR Team Fired Over ATS Fail

In September 2024, a manager went undercover to test his company’s ATS by applying to his own job under an alias. He was immediately rejected, and the automated system had been filtering candidates based on outdated skills like AngularJS instead of Angular. The result? Half the HR team was terminated once upper management discovered the flaw.

This wasn't some random glitch. It was a cautionary tale about blind faith in automation. Qualified applicants, including internal team members, were tossed aside without human review.

The Lawsuit that Should Wake Us Up

On May 16, 2025, a federal judge in California approved a landmark age-discrimination class-action lawsuit against Workday, a major ATS provider. The suit, Mobley v. Workday, alleges their AI-based job screening unfairly rejects individuals aged 40 and up, particularly Black job seekers with disabilities.

This case marks a legal inflection point. ATS software isn't passive. It actively influences hiring decisions, and that matters under anti-discrimination laws.

Why It Matters for Job Seekers Today

1. Auto-rejection is real. If the ATS is misconfigured, it will reject promising applicants without a human review.

2. These tools can be discriminatory. Lawsuits like Mobley v. Workday highlight biases built into screening systems.

3. The job market is brutal. If you aren’t giving honest, authentic guidance, don’t gaslight people.

What You Can Do to Beat the ATS

1. Use ATS-friendly résumé formats with simple layouts, clear keywords, and no headers or graphics.

2. Include variations of skills, such as both "Angular" and "AngularJS" if you're unsure.

3. Network smartly. Get referred, apply directly, or connect with recruiters to bypass the black box.

Final Word

Let’s stop lying to people about auto-rejection or pretending the ATS is a myth. This technology is here and it’s making real hiring decisions. The lawsuit is a warning sign. The HR-team firing is a cautionary tale. If we're not being upfront, we’re doing job seekers a disservice.

Now excuse me while I grab another Motrin 800. I can feel this back pain in my toenails, chile.