Peroni

The fact that they specify that consent is required on the free plan but not on the Plus or Enterprise plan suggests that the old compliance export requirements have changed. The old compliance export process required consent AND it only allowed you to access data from that point forward. The changes introduced today seem to suggest that historic data is now available by default.

Readme App has made a huge difference the quality of stuff I see on twitter. No retweets, no random reply chains, literally just the tweets from the people you follow. It doesn't even allow you to tweet or reply. - https://readmeapp.stream/

If only the rear wheels are powered then you can make plenty of compromises on the front wheels. On that note, make sure to have plenty of weight at the front to prevent your kid from being thrown off when the thing does a wheely on acceleration.

Agree with this. I find it odd that they don't tbh.

>You're going to discover that companies don't want to be honest during the interview process. They'll lie to your face and tell you Everything is Awesome™. You're going to discover that applicants are dishonest as well.

I've spent the past ten years in the hiring space so I promise you, I've already discovered all of those things en masse.

This isn't a silver bullet to transform hiring. It's a foundation that improves on existing job boards by making simple elements like salaries and info on interview processes mandatory. Our intention is to then build on this foundation and create a platform that affects many more areas of the hiring process in a positive way.

At launch, yes. We categorically intend to release a US focused version but we want to iron out a lot of the early stage kinks first.

Hi folks. Author and chap behind https://honest.work/ here. Happy to answer any questions and stuff.

Quick caveat before I get stuck into your post: I've been working in the hiring space for the past ten years with companies of all shapes and sizes. Your thought process throughout this post is absolutely on point but the big tl;dr here is that your proposed solution already exists in well established hiring platforms.

Feedback:

The primary difference between the process you describe and the process that most companies already follow is assigning points to influencing factors. In fact, some Applicant Tracking Systems like Greenhouse[1] already do exactly that.

check if the point values are reasonable - Who decides this? If it's a person who has met the candidate, they are immediately skewed by their own bias. If they had a positive experience with the candidate, they are going to struggle to see how negative scores could be considered reasonable.

Claim E: this process if well documented should be a valid and easy defense against allegations. - I'm afraid I have to argue the opposite here. In the EU for example, new GDPR regulations mean that this level of documentation must be made available to the candidate on request and categorically makes you more liable to legal challenges.

[1]http://www.greenhouse.io/

[2]https://ico.org.uk/for-organisations/guide-to-the-general-da...

>To sum up, let’s just say there are two groups: those who are not interested in changing their job, and those who, for whatever reason, are.

There's existing terminology for this. Passive and active candidates.

The whole concept sounds promising. It also sounds very similar to the now defunct hiremyfriend.io -

https://web.archive.org/web/20150313052317/https://hiremyfri...

https://techcrunch.com/2013/07/17/new-london-startup-lab-mak...

https://news.ycombinator.com/item?id=6057050

Unmade | Full-time | ONSITE | London, UK | £50k-£70k + equity | https://unmade.com | Python Engineers

Unmade is the leading customisation platform for the fashion industry, directly connecting consumer choices to automated manufacturing.

The speed with which we are growing means we are looking for a senior python engineer to work with the development team to build upon existing systems and help shape the architecture of the platform. You will actively contribute to a positive working environment and care about sharing knowledge and are keen to help out fellow team members.

The Unmade technology stack covers everything from 3D modelling engines to order processing and systems integrations to custom language compilers for industrial knitting machines. We’re using innovative approaches to transform an industry suffering with a chronic lack of vertical integration and automation.

Apply here: https://unmade.workable.com/j/41806BF0A4 or email me directly if you fancy having a chat - stevie [at] unmade [dot] com

I think, friend, you'll find that there is ample opportunity for code schools that aren't based in the US.

London (where this school is based) is extremely receptive to code school graduates and resources like EdX don't even scratch the surface from the perspective of an employer.

Advice I wish I knew when I first went freelancing in the UK:

Professional indemnity and public liability insurance is inexpensive, can save you an absolute fortune and there's never a good excuse for not having it.

I've been using With Jack for a while now and they are outstanding - https://withjack.co.uk/

Best bet is to edit the text and replace it with [deleted]

Wrong thread. You want the Who's Hiring thread: https://news.ycombinator.com/item?id=15601729

Wrong thread. You want the Who's Hiring thread: https://news.ycombinator.com/item?id=15601729

Wrong thread. You want the Who's Hiring thread: https://news.ycombinator.com/item?id=15601729

Unmade | Full-time | ONSITE | London, UK | £50k-£70k + equity | https://unmade.com | Python Engineers

Unmade is the leading customisation platform for the fashion industry, directly connecting consumer choices to automated manufacturing.

The speed with which we are growing means we are looking for a senior python engineer to work with the development team to build upon existing systems and help shape the architecture of the platform. You will actively contribute to a positive working environment and care about sharing knowledge and are keen to help out fellow team members.

The Unmade technology stack covers everything from 3D modelling engines to order processing and systems integrations to custom language compilers for industrial knitting machines. We’re using innovative approaches to transform an industry suffering with a chronic lack of vertical integration and automation.

Apply here: https://unmade.workable.com/j/41806BF0A4 or email me directly if you fancy having a chat - stevie [at] unmade [dot] com

This isn't screening for 'culture fit' though and I'd sincerely recommend avoiding referring to it as that. You're screening for strong communication skills and that's absolutely fine (and highly recommended).

Interviewing for culture fit (as you've seen in the responses to your comment) has an extremely negative stigma attached to it for good reason.

I've been hiring designers & developers in London for years and designers with dev skills are in huge demand, and that demand is continuing to grow. Developers with design skills are nowhere near as popular.

Stick with the design side, don't worry about formal training, focus heavily on HTML, CSS & JS and highlight this alongside your design portfolio on your personal site.

Feel free to give me a shout via email (my address is in my profile) if you want to chat about what your options are.

Don't base a significant career move based on other peoples perception of the companies involved.

Choose the company that will offer you the best long term prospects and variety.

>Perhaps unsurprisingly, a couple of extremely positive reviews by current employees have suddenly cropped up for that company as well. So positive they feel a bit like HR plants.

Most of the responses here are spot on but I want to address that one specific point. It's highly unlikely those new reviews are HR plants. Instead, the company is clearly aware of the negative review and the fact that it's getting publicity and has asked/encouraged their current staff to post their own reviews.

StreetTeam | Full-time | ONSITE | London, UK | £80k-£90k + equity | https://getstreetteam.com

StreetTeam is building a global platform which enables everyone to buy product from people they trust. We're growing fast, breaking new ground and are well funded by some of the best in the business.

We need an Engineering Manager to support our team of 15 engineers to work the way that’s best for them as we grow the company. People are our most important asset, and we need to ensure that they have the right feedback, coaching, and range of experience to find their mastery and be successful at StreetTeam.

Full spec: https://street-team.workable.com/jobs/514362

StreetTeam believes in freedom and ownership with the focus entirely on the value you create – there are no set hours, meetings are optional and you can take as much holiday as you need. We only care about the results you deliver.

Email me directly if you fancy having a chat - stevie.buckley [at] getstreetteam [dot] com

StreetTeam | Full-time | ONSITE | London, UK | £80k-£90k + equity | https://getstreetteam.com

StreetTeam is building a global platform which enables everyone to buy product from people they trust. We're growing fast, breaking new ground and are well funded by some of the best in the business.

We need an Engineering Manager to support our engineering teams to work the way that’s best for them as we grow the company. People are our most important asset, and we need to ensure that they have the right feedback, coaching, and range of experience to find their mastery and be successful at StreetTeam. Full spec: https://street-team.workable.com/jobs/514362

StreetTeam believes in freedom and ownership with the focus entirely on the value you create – there are no set hours, meetings are optional and you can take as much holiday as you need. We only care about the results you deliver.

Email me directly if you fancy having a chat - stevie.buckley [at] getstreetteam [dot] com

The BBC (unsurprisingly) have a fascinating documentary that goes behind the scenes during the construction of a new tube line - http://www.bbc.co.uk/programmes/b04b7h1w

It shows the unbelievable precision required to build a new tunnel given the amount of existing tube lines and other, often unexpected, underground structures. Well worth watching.

Used Workable, Greenhouse and Lever extensively over the past few years and my recommendation would definitely depend on the size of your company. If you're fewer than 200 people, then I categorically recommend Workable. Anything larger and Greenhouse tends to edge it for me. Lever is pretty awful regardless to be honest.

That's primarily down to the fact that those boards require companies to identify themselves as a recruitment agency when they first sign up and more often than not, agencies 'forget' to do so knowing it'll get more eyes on their job postings.

>Steve/Teller have also taken a bit of an antagonistic approach and has not worked with the banks - time will see if this proves successful

Citation needed. Clearly you have a competing product. I'm surprised to see you using HN to throw shade at a competitor without context.

Companies should provide constructive feedback to any candidate that invests time into a test or an interview process but the reality is that the majority don't.

Most will state that it's too laborious to provide individual feedback which is simply nonsense and insulting to the candidate. The reality is that most companies shy away from providing feedback for two key reasons. It becomes difficult and more time intensive to deal with a candidate who challenges the feedback and it can also potentially expose the company to a liability risk if the feedback isn't completely objective and factually based.

>I admit I am one of those conference speakers that doesn't prepare a lot.

I've been running meet-ups and speaking at and attending conferences of all shapes and sizes all over the world for years and I assure you, unless you're exceptionally talented and experienced at public speaking (which you may be), then a lack of preparation is painfully obvious to the audience.

I completely agree that building a bond with the audience is the key difference between a good talk and a great talk but to anyone relatively new to public speaking, I promise you that there's no such thing as too much preparation.

Hey foob. The level of detail in your post is great. Any plans to research things like optimal posting times?