How many great candidates are we missing because of bad filtering?

Every hiring process I’ve seen has the same pattern:

Hundreds of applications → quick filtering → a handful of interviews.

But that filtering step is usually based on surface-level signals — resumes, keywords, past roles.

Which means a lot of potentially great people never even get seen.

That’s something we’re trying to solve with OBAET — instead of filtering people out early, we try to match based on deeper alignment first.

Still figuring it out, but it raises a bigger question:

How many strong candidates do you think get missed in a typical hiring process?

And is there any real way to fix that?