#Hiring
21 notas · última:
How to hire low experience, high potential people
The page argues that startups should hire some inexperienced but high-potential people, then evaluates them for wins above replacement, originality, drive, EQ, excellence, openness, and humility.
“AI will replace all the jobs!” Is Just Tech Execs Doing Marketing
The post argues that claims about AI replacing 20-50% of jobs are not supported by history or current labor data. It says AI is more likely to shift hiring and create jobs than to eliminate work at scale.
Forget the resume, kill on the cover letter
The post argues that resumes mostly keep applicants from being rejected, while a strong cover letter is what gets attention, sets tone, and helps a candidate reach the interview.
How to run a transparent startup
PostHog argues that internal transparency helps startups build trust, autonomy, accountability, and faster asynchronous work, especially in remote teams, and suggests sharing more by default.
LLMs are mirrors of operator skill
The author argues that AI is a matter of skill: LLMs reflect the operator’s level, which makes it harder to identify qualified operators and shows that the interview process is broken.
Resume writing for Dummies
The post lists resume basics for applicants: add a cover letter, keep formatting clear, check spelling, show real work, tailor the application, stay honest, and include links to online profiles.
How to write an effective Resume How to get your Curriculum Vitae right
The post says a resume should be simple, precise, and short, while showing what you are best at. It also argues that attitude and eagerness matter in hiring, and warns against spelling errors, vague goals, technical clutter, and mixed role claims.
Soft Skills for Managers
The page argues that managers need initiative, emotional control, and dispassionate empathy, and that sociability or likeability is a poor proxy for real management ability.
Hiring and the market for lemons
Dan Luu tests Joel Spolsky's claim that great developers never hit the job market against Akerlof's market-for-lemons model, and finds most hiring complaints trace back to a few fixable causes.
Feedback Loops and Counterintuitive Constraints
Modeling with real data reveals surprises — Larson discovered hiring was constrained by manager hiring, not engineer hiring, fundamentally changing where he invested his time.
The Ultimate Guide to Onboarding Software Engineers
The article argues that engineering onboarding needs structure, emotional support, and expectation management across team, organization, and culture, then lays out a 30-60-90-150 day framework.
8 Ways to Get the Most Out of Developer Interviews in 2021
The article recommends clearer interview goals, using a strong programmer to assess skills, asking a fixed set of questions, and checking candidates for passion and remote-work ability.
The Worst Programming Interview Question I've Ever Seen ! - A CODER'S JOURNEY
The post argues that asking candidates for a closed-form formula for 1 to 1000 tests memorization more than problem solving, can misjudge fit, and is poorly aligned with most software jobs.
Why we don't hire programmers based on puzzles, API quizzes, math riddles, or other parlor tricks
The piece argues that whiteboard puzzles and similar hiring tricks are a poor way to judge programmers. Better signals are real code, discussion of bigger issues, and a trial run.
“We only hire the best”
The post argues that companies confuse the best applicants with the best people, then weaken their own hiring pool with narrow filters. Real excellence depends on team fit and company culture, not slogans.
Why Distributed Teams Matter, and How to Build One
The article argues that distributed teams can widen access to strong talent and improve productivity if companies hire for remote fit, manage by outcomes, and support teams with the right tools and ceremonies.
5 Interview Mistakes You Didn't Know You’re Making
The article says interview success depends on more than prepared answers. Small talk, every question, follow-up, scheduling, and conversational balance all shape the impression you leave.
4 Reasons to Employ Older Developers
The article argues that older developers are a strong hiring choice because they are available, stable, bring specialist knowledge, and handle office politics well.
Hiring Your Best Friend as a Co-Founder
The writer says friendship can help a startup, but salary, equity, and performance discussions become harder. He argues for clarity, patience, and visible work before making someone a co-founder.
Effort in the Application: sites that got our attention and got Basecampers their jobs
Basecamp says hiring is hard and that extra effort in applications stood out among resumes. It then lists examples of candidates whose custom sites, letters, and test projects helped them get hired.
Finding awesome developers in programming interviews
The post argues that interviews should test resume claims, real experience, and coding ability with precise questions, because experience and ability can be hidden or misread.