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Show HN: I made an alternative platform for professional profiles

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Re: Show HN: I made an alternative platform for professional profiles

#271

Post by gorgoiler »

GoToRO wrote: post #263
iwangulenko wrote: post #241

Tech recruiter here. Pros: + Very beautifully designed project + Super readability Big, easy to fix negative: Force people to add months to the years! You only asks the year when someone started in "Work Experience". If I read "2012-2013" I can't tell if someone has been at a place ~12 months or ~1 month. This information is very important. Also, please calculate the durations to allow readers to grasp tenure faster.…

"This information is very important." Years != Experience ...but thanks for confirming the shallowness of the recruiting processes we've all experienced.

You’ve drawn the incorrect logic statement.

!Years == !Experience

It’s very hard for a SWE to have immediate impact, especially a junior one. Up to the first six months are a write-off. The next period includes their first launch and review with potentially a months long performance improvement plan.

With exceptional exceptions, longevity and impact go hand in hand and a lack of longevity at the very least poses questions. Sorry if you find that shallow.

A string of 11-13 month appointments is absolutely a non-green flag.

Re: Show HN: I made an alternative platform for professional profiles

#272

Post by kelnos »

smt88 wrote: post #143
vbtemp wrote: post #110

Definitely beautiful and would love for something simple and clean to eat LinkedIn's lunch. I don't have much to add in addition to everyone else except this: I am really disturbed by the common meme of faces-inside-circles. Why do we need faces? It just distracts from the content. I love the idea of being able to link former colleagues together - that's neat - but I'm very anti-face and there are any number of ways…

LinkedIn is unusable without faces. It's often the only way to know that you found the person you were searching for. Perhaps this site doesn't need that functionality though.

If you look at it as a tool for recruiters, you won't be searching for specific people. You'll be searching for attributes/skills you're looking for, and then get a list.

If you're an individual applying for a job, you'd link to your profile, so the recruiter who receives your application won't need to search.

If you're connecting with someone you know personally, then you should already have enough information at hand in order to know you have the right person based on their listed work experience.

The only time you might search is when you're doing professional networking and only have a name. But you usually have some other piece of info, like the company they work for, and possibly their broad job function or title. 99% of the time that should be enough to disambiguate people with the same name. And if all you have is a name, maybe you haven't really "networked" with them enough to warrant a connection?

Re: Show HN: I made an alternative platform for professional profiles

#274

Post by TameAntelope »

gorgoiler wrote: post #271
GoToRO wrote: post #263

Earlier quoted context omitted.

"This information is very important." Years != Experience ...but thanks for confirming the shallowness of the recruiting processes we've all experienced.

You’ve drawn the incorrect logic statement. !Years == !Experience It’s very hard for a SWE to have immediate impact, especially a junior one. Up to the first six months are a write-off. The next period includes their first launch and review with potentially a months long performance improvement plan. With exceptional exceptions, longevity and impact go hand in hand and a lack of longevity at the very least poses ques…

If I was treated the way you describe here as a junior developer in the first year of my career, I would have abandoned software a long time ago.

The lack of trust is not something I'd be willing to put up with at the timescale you're describing.

Re: Show HN: I made an alternative platform for professional profiles

#275

Post by kybernetikos »

wsdrdsw wrote: post #134
etrautmann wrote: post #116

Earlier quoted context omitted.

This is really tough - humans are hardwired to form connections and remember people by recognizing faces. This, of course, is also exactly the problem, in that it allows for bias or prejudice of many different types to influence our judgements. I think I agree with you that the downsides and inherent unfairness of the genetic attractiveness lottery outweigh the upsides of attaching a name to a face. It's an empirical…

With real names, faces are just one google search away for most people (and we could debate further what would it mean if a face wasn't found). Functionally the website would be a wasteland of white sameness without portraits, no way around that I think. I'm not entirely convinced this service solves the linkedin pitfall of mingling jumphoppers racking up impressive paper stats and polluting the signal.

> With real names

Most people reviewing CVs don't need to see the real names. It'd be great to have a CV service that could render the CV either with or with out them.

Also, maybe I'm the only one, but I'm starting to experience a bit of 'mindfulness' fatigue. Seems like it's mindlessly being added to everything regardless of whether it makes any sense or not, so I dislike 'Mindful professional profiles' as a subhead.

Re: Show HN: I made an alternative platform for professional profiles

#276

Post by rognjen »

jacob_rezi wrote: post #262
iwangulenko wrote: post #241

Tech recruiter here. Pros: + Very beautifully designed project + Super readability Big, easy to fix negative: Force people to add months to the years! You only asks the year when someone started in "Work Experience". If I read "2012-2013" I can't tell if someone has been at a place ~12 months or ~1 month. This information is very important. Also, please calculate the durations to allow readers to grasp tenure faster.…

hey there - you might be interested in our product - https://rezi.io

FYI the "Rezi Is A Resume Builder For Top Companies" sections doesn't work well on mobile.

Re: Show HN: I made an alternative platform for professional profiles

#277

Post by TameAntelope »

ignoramous wrote: post #239
hanniabu wrote: post #223

Earlier quoted context omitted.

Curious, what do you think a LinkedIn competitor would it look like?

I'm not qualified to answer that. Plus, I'm not sure I've seen it (obvious LinkedIn competition) yet, but there are shades of things that might upend the recruitment industry resulting in LinkedIn's cash cow taking a hit: Lambda School, Scaler Academy, EightFold.ai, Upwork/Fiverr, Creator economy etc

For what it's worth, you're absolutely qualified to write an HN comment in response to that question, the stakes are low.

I don't think it's a given that LinkedIn's dark patterns actually earn it money, though they certainly would appear to if you're a middle manager and your KPIs react positively.

Re: Show HN: I made an alternative platform for professional profiles

#278

Post by QuinnyPig »

gorgoiler wrote: post #271
GoToRO wrote: post #263

Earlier quoted context omitted.

"This information is very important." Years != Experience ...but thanks for confirming the shallowness of the recruiting processes we've all experienced.

You’ve drawn the incorrect logic statement. !Years == !Experience It’s very hard for a SWE to have immediate impact, especially a junior one. Up to the first six months are a write-off. The next period includes their first launch and review with potentially a months long performance improvement plan. With exceptional exceptions, longevity and impact go hand in hand and a lack of longevity at the very least poses ques…

“We distrust folks with short stints on their resumes” is a great sentiment to articulate to your staff if you want to reduce turnover via misleading them.

Re: Show HN: I made an alternative platform for professional profiles

#279

Post by kybernetikos »

vmception wrote: post #154
wsdrdsw wrote: post #134

Earlier quoted context omitted.

With real names, faces are just one google search away for most people (and we could debate further what would it mean if a face wasn't found). Functionally the website would be a wasteland of white sameness without portraits, no way around that I think. I'm not entirely convinced this service solves the linkedin pitfall of mingling jumphoppers racking up impressive paper stats and polluting the signal.

what did I just read mask the photo and the name. use regional locale detection and user choice to make fake names for everyone, use GAN to create fake profile pictures.

> regional locale detection and user choice to make fake names

Presumably you're talking about locale detection of the hiring company/reviewer rather than locale detection of the CV submitter.

I really like the idea, although practically it's probably not a good one in small companies where people are likely to actually work with the person whose CV they're reviewing.

I would say stick to placeholders that are obviously placeholders in order to avoid confusion. And obviously there are some people who do need to see the real names, so give them a clear deanonymise step.

Re: Show HN: I made an alternative platform for professional profiles

#280

Post by kioleanu »

GoToRO wrote: post #263
iwangulenko wrote: post #241

Tech recruiter here. Pros: + Very beautifully designed project + Super readability Big, easy to fix negative: Force people to add months to the years! You only asks the year when someone started in "Work Experience". If I read "2012-2013" I can't tell if someone has been at a place ~12 months or ~1 month. This information is very important. Also, please calculate the durations to allow readers to grasp tenure faster.…

"This information is very important." Years != Experience ...but thanks for confirming the shallowness of the recruiting processes we've all experienced.

that has nothing to do with shallowness, if someone has spent a few months at X previous jobs before you, this is definitely something to be addressed in the interview.

Had an acquaintance recently that hired a guy that didn't pass the probation period at 2 out of 3 jobs he had. My acquaintance didn't address this at all and hired him anyway. In a few short he managed to transform in the whole office to a hard to believe toxicity and had to be let go. He made a huge scandal, tried to involve lawyers etc. Now he didn't pass probation at 3 out of 4 jobs.

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