If you're letting HR who have no idea what they're doing, go from "a hundred CVs" to "two openings" you are bad at your job.

HR's job, like legal, or many other departments, is to facilitate what you actually do which in this case means work like chasing references and ensuring the candidates have somebody who can answer stupid logistics questions without bothering the interviewer, not figuring out who is the best fit for any particular job, that's the job of the people making the hiring decision.

Maybe if you're hiring fifty people to stand outside in the rain holding signs you can let HR pick who gets a job. Picking software engineers, especially if you actually care whether they're any good, is not the purpose of an HR department.

> If you're letting HR who have no idea what they're doing, go from "a hundred CVs" to "two openings" you are bad at your job.

What I said was different. How many CVs should we eliminate before calling people back for the two openings? What if the pile is 500 CVs? Call all of them? I guess you stop coding for the next two months and that's ok? Or maybe you let HR help you sort the CVs by priority.

> who have no idea what they're doing

I've worked with some very talented HR people. Maybe you haven't been so lucky.

> HR's job, like legal, or many other departments, is to facilitate what you actually do which in this case means work like chasing references and ensuring the candidates have somebody who can answer stupid logistics questions without bothering the interviewer.

HR does more than facilitate. They protect the company from legal threats, just as one example. In the case of needing to trim down a huge stack of applicants to an actually manageable stack, then HR will do things like search the internet for people's reputation. If you think that's not their job, that doesn't change the fact that they are going to do it anyway. HR very often has a say in candidate fit. Especially if HR is responsible for company culture, as is often the case these days.

> Picking software engineers, especially if you actually care whether they're any good, is not the purpose of an HR department.

At most companies the HR department is pretty involved in the hiring process no matter what the position is. At smaller companies maybe less so.

> HR will definitely reject someone because of the title of a blog post.

> I've worked with some very talented HR people.

No doubt, since apparently you expect worse than useless it's likely hard not to exceed your expectations. What a buffoon.

Or I just understand the realities of having to sort through large piles of CVs while having a time limit. And that in the real world HR will indeed use heuristics, even ones that don't appeal to our sense of fairness or effectiveness.

You've offered no alternatives other than your schoolboy insults.