Tech Recruiter Screening Predictor
Plug in your school, YOE, prior-company tier, gap length, and referral status. We estimate your recruiter-screen pass rate at the top 12 tech companies — and surface what's killing it.
Next ~30 CS programs (UW, GT, UMich, UT Austin, etc.)
Free preview shows one target with two signals. Sign up unlocks all 12 companies, the diagnosis, and outreach templates.
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Frequently asked
Are these pass rates accurate?+
They're low-confidence estimates. No tech company publishes recruiter-screen pass rates by stage. Our baseline (~2-3%) is anchored on Aline Lerner's interviewing.io data: '12% conversation-to-hire is 5x what most top-tier companies see' — implying ~2-3% baseline. Per-company variation is calibrated from public hiring-volume data and recruiter behavior research, not measured.
Why does referral matter so much?+
Zippia's 2026 aggregation across multiple referral studies shows referrals are 4x more likely to be offered than job-board applicants. Referrals = 7% of applicants but 72% of interviews. interviewing.io's templates report similar response-rate spreads. Referral is the single highest-leverage move in any job search.
I have a 12+ month employment gap. Am I screwed?+
Not necessarily. ResumeGo's 2019 controlled test found any gap drops callback ~45%, but LinkedIn's 2022 career-break research found 51% of hiring managers are MORE likely to contact a returning candidate when the gap is explicitly named. Add a one-line explanation (caregiving, sabbatical, OSS, founding) to your About section.
Why is the early-stage startup pass rate higher?+
Early-stage hiring is bias-flipped: lower volume per role, less reliance on brand-stacking, more weight on side projects and shipped work. The signal that helps you at Google can actively hurt you at a 20-person seed startup.