When a hundred applications produce nothing, the cause is usually one problem repeated a hundred times. Find that one problem and the response rate changes; send another hundred without finding it and you get another hundred silences.
Work through these in order. The first two are the most common, and they are also the quickest to check.
1. Your resume may not be reading the way you think
Most applications to mid-size and large companies go through an applicant tracking system before a person sees them: Workday, Greenhouse, Lever, Ashby, Zoho Recruit, or something in-house. The system pulls the text out of your PDF and puts it in fields. The recruiter then searches and filters those fields.
If your resume was made in a design tool, with two columns, icons for phone and email, a skills bar chart and your name in a text box, the parsed version can come out scrambled. Your job titles end up attached to the wrong dates. Your skills section vanishes because it was an image. The recruiter searching "React" never sees you, and you never find out why.
The test is cheap. Open the PDF, select all the text, paste it into a plain text editor. If it reads in a sensible order with your headings and dates intact, you are mostly fine. If it is a jumble, that is very likely your answer. You can also run it through the free resume score, which shows what a parser extracts and doesn't need an account. Rebuilding it as a single column with plain headings fixes most of this.
A related problem: the same resume sent to every role. If you are applying to backend, data and DevOps roles with one document, it matches none of them well. You don't need a different person for each; you need the relevant work at the top.
2. You might be applying to the wrong roles
Look at the last thirty jobs you applied to and be honest about the match.
A common pattern: someone with two years of experience applies to roles asking for "4+ years" because they feel ready. Sometimes that works, especially at startups. At a large company with a recruiter screening hundreds of applications, it mostly doesn't. The filter is the stated requirement, and a recruiter has no reason to take a chance when others meet it.
The other direction happens too. Freshers apply to "Software Engineer" postings at product companies that are really looking for three years of experience, because the title doesn't say "Senior".
Read the requirements section before applying, not just the title. If you meet most of the must-haves, apply. If you meet one, skip it and spend the time on a role you fit.
3. You are applying too late
On Naukri and LinkedIn, a popular engineering role in Bengaluru or Hyderabad can collect a very large pile of applications within the first day or two. Recruiters tend to work from the top of that pile, and once they have a shortlist they stop scrolling.
Applying to a role that went up three weeks ago isn't pointless, but your odds are much better in the first few days. Check job boards daily rather than in a weekly batch, and set alerts. Company career pages often list roles before they reach the aggregators, which is one reason the jobs page here sorts by newest first and pulls from companies' own hiring feeds.
4. The channel matters more than it should
Easy Apply and one-click applications are easy for everyone, which is exactly the problem. They produce the biggest piles. Applying directly on the company's career page puts you in the same system but often in a smaller, more serious group.
A referral is the strongest channel by a distance. Many companies route referred candidates to a separate queue, and a recruiter will at least look. If you know someone at the company, even loosely, ask. There is a separate post on how to ask for a referral without it being awkward.
Outreach to a hiring manager or recruiter on LinkedIn works sometimes. Keep it short, mention the specific role, and say one concrete thing about why you fit. Don't paste your whole resume into a message.
5. You can't tell what is working
If you have applied to a hundred places, can you say which twenty got the old resume and which got the new one? Which ones you applied to on day one and which on day twenty? Which came through referrals?
Most people can't, so they can't learn anything from the result. Keep a simple record: company, role, date, channel, which resume version, and any response. A spreadsheet is fine. After thirty or forty applications a pattern usually shows up. Referrals get replies and cold applications don't, or the tailored version does better than the generic one. The post on tracking job applications has a format that works.
6. The profile and the resume disagree
Recruiters often open your LinkedIn after reading the resume. If the titles, dates or companies differ, or the LinkedIn hasn't been updated in two years, it creates doubt. Make sure the basics match.
Same with Naukri, where recruiters also search proactively. An old Naukri profile with an outdated resume attached can work against you, because that is the version they find.
What not to conclude
It is tempting, after a long silence, to decide the market is closed or that your college or your company is holding you back. Sometimes those are real factors. Tier-2 and tier-3 graduates do face a harder off-campus market, and some product companies do filter heavily on pedigree.
But those are the explanations you can't act on, and the ones above are explanations you can. Rule them out first. If your resume parses cleanly, you are applying to roles you fit, early, through decent channels, and you are still hearing nothing after a few dozen of those, then it is worth getting a person who hires for that role to read your resume and tell you what they see.