I recently applied for a developer position and got automatically rejected. The reason was that my resume didn’t mention JavaScript specifically, even though I have over a decade of TypeScript experience.
This whole situation seems pretty ridiculous to me. Why do companies use these automated filtering systems if they’re going to miss qualified candidates? It makes me question whether human recruiters even review applications anymore.
I’m facing a dilemma now and could use some advice:
Should I add JavaScript as a separate skill on my resume even though TypeScript is essentially a superset? It feels like gaming the system but maybe that’s what’s needed.
Would it be better to only apply to companies that have more sophisticated screening processes and actually understand the relationship between these technologies?
I’m interested in hearing from others who might have faced similar issues. Adding buzzwords just to pass ATS filters doesn’t sit well with me, but I’m starting to think it might be necessary.
Edit: Reached out to their recruiter directly and resubmitted with JavaScript listed explicitly. Got through the screening this time and the actual job posting is for a “Senior Frontend Developer - React/TypeScript role”. The irony is pretty incredible.
Same thing happened to me three months ago. Applied for a TypeScript role and got auto-rejected because their ATS couldn’t figure out that TypeScript and JavaScript are related. Recruiter told me I was flagged for “missing core requirements” - I had five years of TS experience. What pisses me off is how these systems block experienced devs for no reason. I added JavaScript to my skills section and now write “JavaScript/TypeScript” to spell out the connection. Not ideal, but it works. The real problem? Companies are letting dumb systems do their initial screening. I research companies now to see if they use better screening or have actual technical recruiters who review manually. Usually smaller startups or places with strong engineering cultures. Your edit proves the point perfectly - they wanted TypeScript devs but their system couldn’t connect the dots.
Most big companies use these automated systems because they get hundreds of applications per job. I found this out the hard way when I got rejected from positions I was way overqualified for. Here’s what actually worked: I keep two versions of my resume now. One’s my real resume that shows my actual experience. The other’s stuffed with keywords for the ATS systems. It feels fake, but it’s just how hiring works now. The problem is HR sets up these screening tools without understanding tech. They get a keyword checklist and plug it in literally - no nuance at all. I’ve had way better luck reaching out to engineering managers directly on LinkedIn instead of applying normally. Technical people get that TypeScript experience means you know JavaScript. The automated systems and most recruiters don’t connect those dots. It’s more work, but the response rates are much better when you skip that initial screening.
Been there, dealt with this exact nonsense at multiple companies. The problem isn’t just adding JavaScript to your resume - these screening systems are fundamentally broken.
I’ve seen this pattern everywhere. Companies spend thousands on ATS systems that can’t understand basic tech relationships. TypeScript developers obviously know JavaScript. React developers know HTML and CSS. It’s like rejecting a surgeon because they didn’t list “knife usage.”
The real solution? Automation. I built a system that monitors job postings, analyzes their keyword requirements, and auto-generates tailored resume versions. No more manual tweaking or guessing what buzzwords they want.
You could set up something that:
Scrapes job descriptions for required skills
Maps related technologies (TypeScript → JavaScript, React → HTML/CSS, etc)
Generates resume variants with the right keywords
Tracks which versions get responses
This way you’re not compromising your principles or manually gaming every system. You’re just automating the tedious part while keeping your core experience intact.
Latenode makes this workflow super straightforward. You can connect job boards, resume generators, and tracking systems without writing code.
Ugh, so frustrating but you’ve got to play their game. I added JavaScript to mine even though I haven’t touched vanilla JS in years - everything’s TypeScript now. These ATS systems are dumb as rocks and HR doesn’t understand that TS is just JavaScript with types. Just add it - nobody’s going to quiz you on weird JS quirks in interviews anyway.