A job being “verified” doesn’t solve the main problem post around 2023. Every single job opening gets hundreds of openings within the first day of it being opened.
If you are looking for a job as any type of generic developer - full stack, front end, mobile, back end, it’s almost impossible to stand out from the crowd. No, “I reversed a btree on the whiteboard to get into big tech as a mid level developer” doesn’t make you special.
If you do have a specialized set of skills that allows you to stand out from the crowd, you still shouldn’t be randomly spamming job boards and you should be able to sell yourself to someone at the company.
My personal anecdote. In my specialty - AWS + app dev + leading strategic initiatives, I’m very well credentialed (trust me on this) and in a certain niche of AWS, I was considered one of the industry experts at the time (again trust me).
But when randomly spamming job boards on a lark in 2023, I heard nothing.
That was always a plan B while I was waiting for what ended up being three offers via my network and one by reaching out to a company who specialized in my niche of AWS.
I’m not bragging, I am old. I should have a network and credentials.
This shouldn't surprise me, knowledge of a code base is a competitive advantage. But there is just something depressing about it. Maybe it being closed source and you having to learn it by being burned by undocumented behavior? Please tell more
I talked a little bit about Connect here:
https://news.ycombinator.com/item?id=47241412
I worked at AWS ProServe / their internal consulting department - full time blue badge RSU earning employee - and I was one of the highest contributors to a popular at the time open source “AWS Solution” around Connect and I had my own open source projects published under AWS’s open source GitHub organization.
BTW, I would never use the “solution” now. There are a lot better ways to do it post gen AI.
The thing was, it was years before AWS introduced APIs around Connect and even longer before they have CloudFormation support. I was the first to use those APIs at scale for clients and found and reported bugs to the team while I was there.
How do you vet mid level and entry developers? I know that sounds like a dumb question. But I only expect a mid level developer especially enterprise developers to turn well defined requirements into code. The bar is especially low in the age of AI. One is basically interchangeable to another. I have only interviewed senior level developers - ie people who I expect to operate on a higher level of scope, impact and ambiguity.
Those are easy to filter out via a few behavioral questions.
On the one hand, applicants are applicant who cannot find a job through people they know and the companies are companies who cannot find candidates through people they know Good jobs and good employees come through relationships and you cannot automate relationships.
Relationships are hard. Good luck.
what are you offering to candidates - a better interview experience (been tried before etc, those companies closed)
you want to solve a problem, however you are trying solve the problem at a wrong abstraction level -
the problem with the tech market hiring is a coordination problem
Everyone likes to pretend this and that, "I wouldn't do it", "what problem do you solve", etc. I've published many jobs and they all come like hyenas fighting over scraps.
Don't listen to them, just build the thing; they'll use it, they need the bread, lmao.
The poster has an account? No
The poster has confirmed an email address? No
The poster has a confirmed email address that is associable to the business? Maybe
The poster has a confirmed email address that is associable to the business and their name is verifiable as HR/Hiring Manager/Someone in a legitimate position to post this offer? Sure
Has a confirmed business phone number, called by a human that verifies another human is on the other end.
Has a confirmed business address (mail them the confirmation code).
Has a website that's been around longer then 6 months.
Has a Google Maps location that's been around longer than 6 months.
In my early days, I once went through three interviews for a small "start up." On the third round, the founder admitted he couldn't pay me in anything but "equity" even though I specifically asked about funding and compensation on the first interview. (I got a very early "Craigs List" to pull the job listing--with an personal reply from Craig Newmark--and the "employer" settled with me for several thousand after I sent a demand letter and filed a claim in Santa Clara County small claims court for fraud.)
I built a mobile app dev team in fintech years ago. I remember one person was literally selling their house and moving and was looking for a job. Call it luck, serendipitous, what you will, but the "connection" was made at the right time, right place.
How do we solve that problem more effectively? Cuz right now it's a roll of the dice, constant linkedin messages, etc.
The way I'd design a job board is require the applicant to escrow X and the job poster to escrow Y*X. Y is is the trust ratio. Given a bad experience, either the side can 'burn' the other and send both escrowed amounts to charity. An okay trust ratio might be 10, meaning they'll give you 10:1 burn ratio. A good one might be 100 or 1000. At that point they are essentially handing you a big stick to beat them with if they misbehave.
This would entirely eliminate spam and ghost jobs - suddenly everyone would be magically really responsive and polite.
antonymoose•1h ago
BelVisgarra•1h ago
pavel_lishin•1h ago
If a position is only listed due to a requirement, and is already basically guaranteed to someone making an internal transfer, knowing the recruiter's identity and having a manager pinky-swear the job offer is real does nothing.
BelVisgarra•46m ago
aeonfox•33m ago