A role that drew sixty applicants in 2019 now draws several hundred. Hiring teams did not get bigger, so the time spent on each application got shorter, and more of the first pass is done by software. None of that is news to anyone who has been applying recently.
What people miss is the second-order effect. When screening gets fast, ambiguity gets expensive. A resume that requires the reader to work out what you did is not read carefully. It is set aside.
This hits overseas candidates hardest
If your experience is at companies a US recruiter has not heard of, with job titles that mean something different where you worked, you are asking them to do that work. Most will not. The fix is not to downplay the experience, it is to describe it in terms the reader already has: team size, systems, scale, the outcome.
Volume is the wrong lever
The instinct when nothing lands is to send more. But if the resume is losing at the screening stage, sending it two hundred more times just produces two hundred more rejections. Fix what is being screened out first, then apply. That order matters more than the number.
What to check before your next application
Can someone tell your seniority from the top third of the page? Do the words in the job post appear anywhere in your resume? Does each bullet say what happened, not what you were responsible for? If any answer is no, that is the work.