150 applications, 2 screens: The ATS is probably not whats broke.
People treat "beat the ATS" like the whole job search.
It is not. Keyword stuffing is unreliable. A recruiter still has to see why you fit this role, at this company, with evidence you can defend in an interview.
If you are a recent grad or career changer sending the same CV 150 times, the failure is usually one of these:
You applied to roles you cannot evidence. The job asked for SQL and stakeholder work. You had a campus job and a generic skills list.
You never mapped the job description to your actual work. Your internship did one real thing, and it is buried under "responsible for various tasks."
You cannot tell which applications worked, so you keep sending more of the same.
A cleaner process:
⇾ Pull the 4 must-haves from the job description, in their words.
⇾ Score each one 0 to 3 against proof you already have. Not proof you wish you had.
⇾ Below 6 out of 12, skip. That skip is the win.
⇾ For the roles you keep, rewrite 4 to 6 bullets for that job only.
⇾ Log every application. If nothing comes back, you have a record of what you tested, not a pile of 500 identical CVs.
Do not invent tools, titles or numbers. If you did not use Python, do not put Python on your CV because the job post named it.
That is the difference between a template and a conversion system. Templates format. A conversion system decides which jobs deserve an application, then makes the application specific.
The full method is in the Job Search Conversion System: the book plus the interactive toolkit that does the scoring and tracking for you.