A long list of contribution PRs are seen as a resume currency in the modern world. A way to game that system is to autogenerate a whole bunch of PRs and hope some of them are accepted to buff your resume. Our issue is that we've been impressed with volume of PRs and not the quality of PRs. The correction is that we should start caring about the volume of rejected PRs and quality of those accepted PRs (like reviewing merge discussions since they're a close corollary to what can be expected during an internal PR). As long as the volume of PRs is seen as a positive indicator people will try and maximize that number.
This is made more complex that the most senior members of organizations tend to be irrationally AI positive - so it's difficult for the hiring layer to push back on a candidate for over reliance on tools even if they fail to demonstrate core skills that those tools can't supplement. The discussion has become too political[1] in most organizations and that's going to be difficult to overcome.
1. In the classic intra-organizational meaning of politics - not the modern national meaning.
This is made more complex that the most senior members of organizations tend to be irrationally AI positive - so it's difficult for the hiring layer to push back on a candidate for over reliance on tools even if they fail to demonstrate core skills that those tools can't supplement. The discussion has become too political[1] in most organizations and that's going to be difficult to overcome.
1. In the classic intra-organizational meaning of politics - not the modern national meaning.