Your experience does not match research on the job market generally. Multiple studies show increased responses to resumes with "whitened" names. This is, of course, at odds with the white victimhood narrative that unqualified minorities are taking jobs, when it is in fact the opposite which is occurring.
It's a sort of interesting read but nothing too dramatic and whether it's evidence of racism is subject to interpretation. What isn't subject to interpretation is the claim that the study shows that "whitened" names increase callbacks. On the contrary whitening names has no effect on callbacks as indicated on page 31:
"Whitening the name only (versus not whitening at all) did
not make a statistically significant difference for black applicants"
The actual study shows that removing racial indicators from experience is what results in a gap in callbacks. So someone who represents themselves as the leader of their campus' "Black Student Business Association" is less likely to get a call back than someone who represented themselves as the leader of their campus' "Student Business Association". They refer to the removal of racial indicators as whitening but I think that's prematurely jumping to conclusions. The name aspect is certainly a form of whitening, since black names are being changed to white names. But it's premature to refer to the removal of racial indicators and making the experience racially neutral as a form of whitening.
Other forms of experience that explicitly mention race result in less callbacks than when that same experience doesn't mention race. Whether this is racism or not can not be concluded strictly based off of the study's parameters. For example, if I were presented with one candidate who was in charge of the university's "Law Society" I would probably pick that person over someone who was in charge of that university's "Black Law Society", and I don't think I would be racist for doing so. I would consider being in charge of an organization that is open to all races or is independent of race as a more prestigious accomplishment than being in charge of an organization that is race specific.
To test whether I was racist in my decision making, I would need to pick someone who was not in charge of anything over someone who was in charge of the "Black Law Society", with all else being equal. The study did not do this comparison and unfortunately the study does not present the raw data so there's no way for me to do this analysis myself.
I could bicker about some of the methodological issues as well which are not exactly rigorous, as well as the fact that this study is not exactly pertinent to this conversation as they only looked at internships for jobs that are not technical in nature, with the bulk of them being sales and marketing, and customer service jobs, instead of engineering, computer science, law, or professional jobs.
Ultimately no study is going to be perfect but one should not read too much into many of these studies. They are not nearly as rigorous or definitive as one would expect and furthermore they don't tend to generalize.
You are assuming that FAANGs are representative of the general job market. The parent was referring to CS degrees specifically.
Imagine you having always bought tasty tomatoes from your local farm, and someone steps in to show you studies that determined that the generally tomatoes in the US are tasteless.
I'm also not arguing that tasty tomatoes are taking shelf space away from other fruit.
I explicitly said the general job market, I made no claims about the behavior of FAANGs. Indeed, I think there is little value in considering the behavior of FAANGs in a discussion of the general job market. I was responding to head off the generalizing of the white victimhood narrative which often happens in these discussions.
https://hbswk.hbs.edu/item/minorities-who-whiten-job-resumes...