Applicant Tracking Systems (ATS) are just one more of many stumbling blocks in your rise to the top of an applicant pool in today’s extremely competitive job market. They generally need to be taken into account in preparing resumes for all but the top, C-level positions in a company. However, first let’s properly define ‘C-level’ or ‘C-suite’ positions.
While it is not uncommon for people to refer to VP and SVP candidates as C-level, the term correctly designates only CEOs, CFOs, CTOs, CMOs, etc.–since the letter ‘C’ in the acronym refers to ‘Chief’. These are the officer positions in a company. Less commonly, the term can be applied to EVPs, although most consider it technically incorrect to do so. If EVP is indeed the top level (below the Board) in a company, it could arguably qualify as a C-suite position.
Whether the executive resume you submit for a C-level position will be screened by an ATS system depends on several factors. Typically the number of applicants for a given C-level opening is fairly low, making it less likely for an ATS system to be used. However, if the position is publicly advertised or open to handling by contingency recruiters, applications may still be managed by an ATS system. If the opening is handled by a retained search firm as an exclusive, more than likely the resume will not be subject to ATS screening.
According to Jonathan Ciampi of Preptel (a firm that specializes in analysis of resumes for how they will rank in ATS screening systems), “In my experience, CEOs, CFOs, CTOs, and CMOs do not go through an ATS.” He further suggests the following rule to determine if executive resumes will be filtered through an ATS system: “Will the Board of Directors be interviewing this person? If you can’t answer “yes”, then plan on dealing with the ATS system.”