A fair bit of discussion here, perhaps much of which misses the point:
A resume has just two purposes: first, to help you get an interview, and second, to get you past an HR hurdle.
It is not the job of your resume to go further than those objectives. In particular: it is not the job of your resume to establish a valuation for yourself. No one document can do that; in fact, no document can: you have to do it yourself, preferably face-to-face, by understanding in each interview what the "buttons" are, what the language of benefits that company speaks is, what things they find important, and how your prior experience can be phrased in ways that push those buttons and communicate those values.
More importantly: resumes, in any form, are bad at getting you interviews. A resume comes into play at the earliest part of the recruiting funnel, when the hiring team has the smallest number of cycles to spend on each candidate. Your primary strategy for dealing with recruiting funnels: jump the fucking line. It's never been easier to do this! Ten years ago, you'd have to track down someone who worked with someone who worked for someone at the same company as the hiring team. Today, in tech, you just go search Github for projects your hiring team contributes to and start sending pull requests.
Keep your resume simple. If Github does it for you, gets you in the door, great.
People spend a lot of time thinking about resumes. It's easy to see why. Resumes are the key ego document everyone in our field gets to work with. They are, admit it, fun to tinker with. That's fine. But don't obsess. The resume is literally the least important part of the search for your next role.
I don't do the initial screening, but I do use resume's as an ethics test and guideline for interviews. If you list a lot of random crud on your resume and don't know much about it then you don't get in period. In the end every team has a different process, but I don't care what you have in GitHub and I do care what's on your resume so don't get to infatuated with what you hear random people say on HN or anywhere else.
The less fodder you, as a candidate, give an interviewer for structuring the interview, the better.
In most companies, interviewers are trained to "screen" candidates with a series of tech-out questions (and maybe some culture-fit stuff).
As a candidate, your interests are best served by (gracefully) taking as much control over the interview as possible. Turn the interview around on the interviewer. Ask the interviewer questions about tech problems they've run into, and then ask if you can talk about how you'd address them. Guide the interview to questions that push the interviewer's buttons.
If you sit back and passively accept the interview as it's offered to you by a screener, you put yourself on a level playing field with everyone else being interviewed for the role. Which is a bad thing.
I want to echo Thomas's sentiment here about asking questions of the interviewer.
It really is of tremendous benefit while interviewing to be the one driving (or at least steering) the interview. Even aside from any psychological power dynamic, it's a really good way to make sure you get to cover the things you want to cover.
If you've ever come out of an interview and said "Oh man, hopefully that went good; but I wish they'd asked me to talk more about area 'X'.", you know it can be nerve-wracking.
Being able to have an actual conversation, where there's interplay between the interviewer and interviewee will do wonders for your anxiety level (which considering how stressful interviewing can be for some people, can be a big deal).
Agreed! The last few that interviewed me noticed I had a Github account and perused the projects just barely afaik- not enough to ask questions about any of it.
Github and any other open source repository you link to are a badge of "I did open source development". What the first page in Github, etc. looks like in that first 0.15 of a second of the 5-10 seconds they spend looking at it may be on average only 2% importance to the hiring decision.
Do NOT stop doing what you want to do or start paring projects down just for looks. Sure maybe it will help, but don't sacrifice your work and what you've done just to look GQ in an attempt to get a job. Instead, try to work on what you do have and make it better.
A resume has just two purposes: first, to help you get an interview, and second, to get you past an HR hurdle.
It is not the job of your resume to go further than those objectives. In particular: it is not the job of your resume to establish a valuation for yourself. No one document can do that; in fact, no document can: you have to do it yourself, preferably face-to-face, by understanding in each interview what the "buttons" are, what the language of benefits that company speaks is, what things they find important, and how your prior experience can be phrased in ways that push those buttons and communicate those values.
More importantly: resumes, in any form, are bad at getting you interviews. A resume comes into play at the earliest part of the recruiting funnel, when the hiring team has the smallest number of cycles to spend on each candidate. Your primary strategy for dealing with recruiting funnels: jump the fucking line. It's never been easier to do this! Ten years ago, you'd have to track down someone who worked with someone who worked for someone at the same company as the hiring team. Today, in tech, you just go search Github for projects your hiring team contributes to and start sending pull requests.
Keep your resume simple. If Github does it for you, gets you in the door, great.
People spend a lot of time thinking about resumes. It's easy to see why. Resumes are the key ego document everyone in our field gets to work with. They are, admit it, fun to tinker with. That's fine. But don't obsess. The resume is literally the least important part of the search for your next role.