nathanh

You're right about training costs for college graduates. Another thing to consider which isn't directly mentioned in the post is training across a (programming) language difference. If someone is a C# developer and wants to join a company that uses Ruby or Scala, they might be willing to take a pay cut to get experience with new technologies.

Companies are having a tough time getting comfortable with remote developers.

Perhaps you could email a few Austin startups, tell them specifically what you'd like to help them with, ask to work remotely, and offer to visit their office once per month or quarter.

Austin has a growing startup/tech scene, and they're having a bit of trouble finding developers to fill the demand, so they may be willing to be more flexible.

Was there anything you did as far as negotiating the salary at the new job or did they offer you that much straight up?

The y axis doesn't have specific units because they vary so much by location. I tried to mention a few specific data points below the graph to provide a bit more context. Good point about the error bars. I'll try to include them in an update to the post.

I've updated the post with a contact at Google Ventures.

Looks great. One point of feedback: when I first looked at the logo, I didn't know what it was. I had to sit and think about if for a bit. Granted I'm not your target market (male, mid 20s, married but no kids).

Thanks for that feedback. Great point. I'll try to keep it in mind.

Hirelite.com is on a mission to put headhunters out of business by hosting speed interviewing events where developers and companies conduct 20 interviews over video chat in 2 hours.

We have a few upcoming web-based events:

- For SF Bay Area/Silicon Valley jobs on Tuesday, 2/15

- For NYC jobs on Tuesday, 3/1

- For Boston jobs on Wednesday, 3/9

- We're considering hosting an event focused on remote jobs. Would that be of interest?

If you're interested in participating, feel free to email me any questions or sign up on http://www.hirelite.com. We have spaces available for both developers and companies.

Awesome tips. Indeed actually has an "Exclude staffing agencies" option on their advanced search: http://www.indeed.com/advanced_search

I understand your comment. The list is very developer friendly. But it's just meant to help companies that want to appeal a bit more to developers and get more applications.

There are great companies with great people out there who just don't know what developers are looking for. They don't have to implement all of these tips, but maybe they'll be able to mix and match them with what already works at their company.

Hirelite doesn't currently filter remote vs locale candidates, but it's something we're working on.

Few. At every event we have 20 companies. Typically, 3-4 will consider telecommuting candidates seriously. We're considering hosting a remote-focused event within the next few months, but finding enough companies that are comfortable with a remote relationship is tough (not impossible though). In your experience, how do you go about finding companies that are comfortable with telecommuting?

We're definitely considering white-labeling. One issue we're seeing consistently is that, at least for development jobs, companies are having a much harder time sourcing candidates than screening them. As we move in to other career areas, that will likely change.

How is the demand for software jobs in Toronto?

Great point about internships - will keep that in mind.

Thanks! When companies work with recruiters, at best they get an introduction to a good candidate, at worst they get a severe distraction and brand damage. For the best case, the whole transaction is overvalued: Companies pay headhunters 20%-30% of the candidate's first year salary if the candidate is hired.

I just switch to Pinboard from delicious. I really like that I'll be able to search and archive the content of my bookmarks. Here's what it took for me to get started:

- Exported bookmarks from delicious

- Signed up and paid $25 for Pinboard (their non-archiving service is cheaper)

- Imported in to Pinboard (took a few hours because they are experiencing a lot of traffic right now)

- Removed my browser plugins for delicious and replaced with Pinboard bookmarklets

This is the new MS Word resume template.

Ask.com laid off search engineers within the last month.

Limewire had a big judgment against it recently. They have another product in the works, but they may be doing some downsizing.

Sorry for the lack of sources. I'll try to come back with them later.

The user Garbage has submitted about 1/3 of everything on the new page right now 5:51 EST. Flagging.

Thanks! We're still very early stage, so we haven't expanded to other locations but definitely plan to. So far, we've focused on back-end and generalist software jobs around NYC. For our first web-based event, we required developers to be in the NYC area, but for this event we're accepting developers who would be willing to relocate to NYC.

We've had a lot of interest in remote work. What do you think of that? We're targeting full time jobs, but would be open to getting in to contract gigs (which seem to be mostly remote jobs).

>> What does "screened" really mean? Are you only showing me people that match the skillsets I mentioned?

We screen developers with a brief programming test in the language of their choosing and look over their profile and github account. Currently, we don't offer to match specific skill sets. We look for companies that are comfortable letting developers catch up on whatever their tech stack is.

I just wanted to say thanks to HN for all your help and feedback both online [1,2,3] and offline through supportive emails and phone calls [4]. You helped me just when I was starting out, before I even knew I had something that could turn into a company. Now, the company is ramen profitable!

[1] http://news.ycombinator.com/item?id=1153006

[2] http://news.ycombinator.com/item?id=1210547

[3] http://news.ycombinator.com/item?id=1164134

[4] It really is amazing how many people are kind enough to send emails of encouragement and feedback. People are even nice enough to jump on the phone for even deeper feedback sessions if you ask.

Alternatively, connect a mail client to your Gmail by IMAP, go to the "All Mail" folder, and sort by size.

I just did this with Thunderbird, and it took ~30 min to download the headers of 33k+ messages.

Does anyone else see this at the end of the post?

> "Hello there, fellow HN user! If you like this post, I'd really appreciate an upvote." [1]

I'm not sure how I feel about it, but I am curious how it's done.

1: http://i.imgur.com/gu47C.png

Pro pants wearer tip: hold a buttoned pair of pants by the waist and wrap the waist around your neck. If the two ends meet (and you can still breathe), the pants will fit your waist. PS: doing this will get you some weird looks.

Do you typically use the same firm/people? If so, would you mind passing along their contact info or posting it here? (my contact info is in my profile)

I wonder if they count companies using Heroku as "implementation and integration of Amazon Web Services"

"This is exactly the kind of thing a business guy would use..."

Thanks for your comment. I didn't mean for this to come across that way. I wrote this is because I keep seeing technical cofounders getting the shortchanged on equity, and I want them to know should get more. And I want non-technical cofounders to know that they should expect to give the technical cofounder a larger % equity than they often expect (unless they've really got a lot to offer).

Here's a scenario I see a lot: a non-technical cofounder has just received their MBA, they have no startup or industry experience, they have no prototype, they want a "code monkey" like YuriNiyazov says in another comment to build their product for them, they offer them 5% equity with no salary. For some reason, I keep seeing developers take them up on their offer! Under this scenario, I'm saying a developer should get 50% of the company because the non-technical founder is probably ok (maybe not great) and hasn't contributed a lot to the business yet.

I see what you're saying about the value of the prototype. How would you account for whatever risk the non-technical cofounder took on to build it? Risk has to coordinate with value added though, so if a prototype didn't really generate any new value, it's worthless. Perhaps there is some value in "lessons learned" from messing up the initial prototype, but maybe future investors/partners shouldn't be penalized for them.

You're right about not accounting for business skills the technical cofounder brings to the table. I need to state that somewhere. Great point.

You're absolutely right. The chart is biased toward the non-technical cofounder. I'm assuming they've done significant work on the business before recruiting a technical cofounder. I say it in the assumptions section, but I should probably make it more prominent.

http://colorschemedesigner.com lets you choose a main color and then generates a color scheme based on semi-objective criteria.