Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
noageismintech.com
Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
1–10 of 22 posts
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#2Hi all, we have updated the website, adding what matters in companies' culture from experienced professionals point-of-view. Some of them also have age chart, as Monzo and Bulb
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#3Your link goes to a specific company's post:
https://noageismintech.com/blend
rather than the front page:
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#4Your link goes to a specific company's post: https://noageismintech.com/blend rather than the front page: https://noageismintech.com/
Yes. I don’t know how to announce an update as I already have launched the website here and if I link to the front page, there will be no new post
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#5I've always thought it would be a good idea for companies to note the typical type of office environment (private, semi-private, open office) employees can expect for the specific role.
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#6Your link goes to a specific company's post: https://noageismintech.com/blend rather than the front page: https://noageismintech.com/
Yes. I don’t know how to announce an update as I already have launched the website here and if I link to the front page, there will be no new post
can you append a random querystring to the url or something? i'm on mobile where the full url isn't immediately visible in the browser, and i found the link quite confusing, as i assumed i was already on the front page.
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#7Ageism has always baffled me. In my pre-funding pursuits, I've always dreamed of hiring a team composed of top-tier talent. That typically means people who have been in their respective industry 20+ years. I'm in my early thirties and there's no one on my hire list that's younger than me. That isn't to say I wouldn't hire anyone younger than myself provided they've the skill—I absolutely would—it's just that age and experience (and thus skill) tend to be highly correlated.
Presumably the motivation for the most common form of ageism is that young people are easier to exploit and abuse under the pretext of "saving money", but why the fuck would anyone ever want to run their company on that basis? It makes very little sense.
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#8Ageism has always baffled me. In my pre-funding pursuits, I've always dreamed of hiring a team composed of top-tier talent. That typically means people who have been in their respective industry 20+ years. I'm in my early thirties and there's no one on my hire list that's younger than me. That isn't to say I wouldn't hire anyone younger than myself provided they've the skill—I absolutely would—it's just that age and…
> young people are easier to exploit and abuse under the pretext of "saving money", but why the fuck would anyone ever want to run their company on that basis?
There are two ways to get more from your developer team: quality and quantity.
Quality means you pay your people more and more as you grow. Grow from 10 to 20 over 10 years, while retaining most people and tripling their salaries.
For that to work:
- your revenue per employee must grow substantially
- you need managers who are flexible, because you have to adapt your workplace to your employees needs rather than just hiring new people when they turn over
Those are difficult things that not every owner can bring about in their company.
The other approach is quantity: grow your dev team from 10 to 100 to 1000. For that to work you need:
- Employees who can follow instruction without worrying too much about whether the tasks make sense
- Employees who just want a standard job and don’t need much customization over their career
- Efficient hiring processes, centered on a repeatable, consistent employee profile (not necessarily the most capable profiles)
- Caps on wages
The quantity strategy doesn’t require finesse. In fact it works better without it. You make coarse, aggregate decisions and let people turn over as needed. The turnover “cleans” the talent pool of people with special needs, which is crucial for the system to work.
The quality strategy requires really smart management which is very hard to hire.
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#9No age is min tech.
Re: Show HN: NoAgeismInTech Job Board (Update) – Companies' Culture
#10Ageism has always baffled me. In my pre-funding pursuits, I've always dreamed of hiring a team composed of top-tier talent. That typically means people who have been in their respective industry 20+ years. I'm in my early thirties and there's no one on my hire list that's younger than me. That isn't to say I wouldn't hire anyone younger than myself provided they've the skill—I absolutely would—it's just that age and…
(Disclaimer: I'm 60.)
Young people are an excellent fit for technology jobs. They are quick to pick up new tech, enthusiastic, energetic, open minded.
They're less likely to own a house and have a family to support, are hungrier for experience and learning curve, so can work for less money. More willing to settle for stock options that may or may not pan out some day. Can relocate at a moment's notice.
Cons: very few. I would just say, today's young people, at least here in the U.S., seem not to have been trained to write and speak proper English. Their knowledge of history is shallow and they are lacking in some of the skills that my generation grew up learning -- fixing cars, wiring a light fixture, fist fights, cooking and cleaning. But some of them are backfilling from youtube tutorials so it works out.