DecentRecruiter

This is another example of companies using every opportunity possible to wedge "AI" into their product.

AI visibility is key to gaining investor confidence (funding boom for anything AI this past year combined with funding drought for anything non-AI).

As a tech recruiter, I can say that you 100% nailed it.

Thank you for explaining it so well.

I can't speak to his skills - but in the eyes of a Hiring Manager reviewing his resume, it's worse than the majority. There is too much great laid-off talent out there.

It's not fair, but it's true.

It's relevant to the decision-makers: the people reviewing your resume.

Yes, they have mastered the system - the company name is apt.

Otherwise, I can't imagine that the benefits from visibility outweigh the reputation damage from posting jobs that are not open.

Does anyone have recent intel on Travis Kalanick's CloudKitchens?

I recall the super shady company recruiting policy a few years ago, but haven't heard much since.

At least you got the CHANCE to explain before. Now you can't even do that because your resume is not passing the screen.

You're handicapping yourself with the lack of transparency. It just comes across as shady. Why are you worth the risk compared to the overflow of excellent candidates in this market?

You need to suck it up and share this information. Briefly explain each situation on the resume (i.e. "fixed contract ended" or "startup shut down due to loss of largest customer").

Edit: spelling.

Wow, 200/day. How of your time does that consume?

Interesting. Is there data to back up this resurgence? I wonder what's causing it.

Recruiter perspective - kill 2 birds with 1 stone:

1. Of course, education that you find useful, interesting, and fun.

2. Education that also best "signals" knowledge useful for future employment.

As the past year+ has shown us, you never know when you'll suddenly find yourself in need of a job. So keep in mind your future and consider education that "sells" well.

For example: fill in "perceived" gaps that future employers might miss in this world of impersonal resume keyword scans or LinkedIn talent searches.

A. Based on the background you shared, it sounds like a lack of CS degree hasn't hampered your career. But it'd be great to not only beef up your CS knowledge, but show it. So one day an employer is comparing you to another Engineer with similar skills, but lack of CS degree... except you have a CS-related Udemy "Nanodegree" or Coursera courses under your belt. Your knowledge plus interest in relevant continuing ed will give you an edge.

B. If you like startups, knowledge to make you more well-rounded (aka generalist/full stack) would be useful. Consider courses in areas like Frontend development, Orchestration, Big Data.

C. "Hot topics" that have staying power. Between 2019 - 2021, it seems like everybody and their mother had the Self-Driving Nanodegree. Looking back, maybe a broader pursuit like Computer Vision courses (which still touch upon areas like SLAM) would have been more beneficial. Nowadays, maybe learning more about NLP (which will touch upon LLM) would be a good option.

And be sure to make this visible, e.g. LinkedIn profile.

This is interesting. Are these CTOs you know or an actual company that "contracts out" fractional CTOs?

I could offer options, but would need more info from you:

Are you looking for remote work only? If not, would you be willing to relocate for a local (hybrid/on-site job)?

Do you live in a H, M or L COL area?

A resume would be ideal, but if not, the following can help:

What kind of work have you done over the past few years (e.g. industries, company sizes/stages, type of products)?

What other technologies do you regularly work with?

Money.

The ML/Data Science fields especially break my heart. So many brilliant STEM PhDs who leave impactful research roles in the areas you mentioned for ads and finance.

An example of Legend2440's reply:

A mid-stage Computer Vision software startup just hired its first ML Engineer to work on multi-modal LLM, VLLM, GenAI for image & language-based tasks.

Their product is SLAM/Perception-focused and they have many CV Engineers, yet even they've found a need for LLM.

Those equity benefits are great, but I don't see them on the Careers page where you referenced them.

Do you have a LinkedIn company page?

Love what you're doing. A heads up: on mobile, the title text and colorful dripping goop are blocking your menu options.

What's on RFC? Great post by the way, thanks!

You're arguing against the system, not me. And I completely understand where you're coming from.

Nevertheless, it is what it is.

I simply created this post to hear from Hiring Managers that recruit engineers using this method, not to make a statement on/defend company hiring practices.

You're arguing against facts.

This is how the recruiting profession functions. Sourcing is first step of the recruiting process, whether or not you personally don't like the term.

I should clarify that I'm referring to startup recruiting (which is why I posted on HN).

Most startups do not have the time or resources to train engineers who aren't skilled in their primary technologies. Sourcing for stack-match is the most efficient way to hire engineers who can dive into the codebase ASAP.

Hi All,

Carta gathered this data from 2K startups employing 130K employees in NYC (2022).

You can see the 25th, 50th, and 75th percentile salary/equity numbers sorted by Role, Level, and Company Valuation.

It covers 3 Roles: Engineering, Product, and Customer Success.

I'm not affiliated with Carta.