What exactly are you doing? It sounds like you're hitting the HR screening which means you need to apply more or apply more effectively.
Cold applications are well and good at scale, particularly when combined with custom cover letters. But using your network often yields a faster response. Also, being open to relocation helps.
Eh, that isn't quite true because determining the quality of the "result" is biased by our opinion of its author and, equally important, how they present their results. Race and sexual orientation impact your speech patterns and habits which you very much are judged on.
Additionally, when a woman works with a man on something often the woman's contribution is assumed to be less than the man's contribution if they're listed as co-authors - I would be very surprised if this weren't the case beyond academia but also in artifacts like design docs.
I can see why someone would be like wtf if their "viking" input produced less than 90% white people results, but there should be an equal wtf if "CEO" produced 90% men.
One is a historical fact that is never going to change, the other is a job in society where the demographics can and will change --- at least partially as our expectations of what "normal" looks like for that role are updated. By perpetuating the current (or historical) norm for a given role the biases of what person we naturally consider appropriate for that role remain unchallenged.
Cold applications are well and good at scale, particularly when combined with custom cover letters. But using your network often yields a faster response. Also, being open to relocation helps.