Also, consider this from the manager's perspective. They have to ask themselves: if this person has 35 years of experience, they must have a substantial network, so why aren't they just tapping that resource? Not a single person from this applicant's past wants to give them an interview?
Do you know many developers who hang out with management? Most of the engineers I've worked with over my career have not transitioned into management and have no sway as far as the interview process goes.
A company where "I worked with this person in the past and they were good" coming from a run-of-the-mill employee isn't enough to get someone an interview is a company with stupid recruiting practices.
Finding good candidates is expensive and time-consuming. If someone is serving up qualified leads to you on a silver platter, you take them.
Referrals from existing employees are the single highest quality source of candidates for most companies. Many companies even incentivize employees to refer candidates by giving them bonuses if they refer someone who ends up being hired.
Really? I have on many occasions weld a lot of sway on tech hires as senior and lead developer at several companies. It's generally the tech lead/lead developer who has the most say on hiring programmers from my experience.
