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My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
Earlier quoted context omitted.
Hacker News monthly threads for “Who wants to be hired” and “Who is hiring”. That’s how I got hired for my current job (2019) and that’s how I’m hiring currently.
All I got from that was some spam and "defi" recruiting for whatever Ponzi scheme the cryptocoin community is hot on right now.
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
It's the curse of scale. Automation allows there to be plenty of job postings and job applications, but it sidelines the human part of actually talking to someone. Those in the know will end up sidestepping this altogether and using their networks to get a direct line to a real hiring manager or applicant. I've done this myself where I talk to past collaborators and professors I know and ask "Do you have an intern/so…
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
It's the curse of scale. Automation allows there to be plenty of job postings and job applications, but it sidelines the human part of actually talking to someone. Those in the know will end up sidestepping this altogether and using their networks to get a direct line to a real hiring manager or applicant. I've done this myself where I talk to past collaborators and professors I know and ask "Do you have an intern/so…
Past collaborators are also a great source but she is junior and doesn’t really have any she can leverage.
My initial advice to her was do some real projects, document her work and insights in a blog and engage with others on social media but that’s mostly screaming into a void.
My approach to hiring is to focus on competencies (what do I need them to accomplish) rather than skills (how many years of JS) but that doesn’t cut down on the number of applicants any, just makes initial eval a little easier. I was pondering the idea of leaning in more on AI to screen on competencies which might incentivize higher information density on resumes but the quality of that eval might not actually be any better and only increase the “black box”-ness of it all.
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
Anyone have a text-to-speech AI to talk to recruiter text-to-speech AIs?
Earlier quoted context omitted.
Anyone have a text-to-speech AI to talk to recruiter text-to-speech AIs?
I love that idea. Record the messages and use that to fine tune your own language model to improve the chances of talking to a real person? If she does that and can’t get a job, the market is officially broken.
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI. Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI. It’s an arms race on both sides.
I can understand having to respond if it's been 8 months, but this is a pretty big red flag that the company doesn't respect humans.
The best part is that she already interviewed there a while back. She got a backend interview and didn’t pass (she’s primarily frontend); not a big deal but she gets a message from a new recruiter about every 2-3 months about the same role. This time it was just AI doing it.
Obviously the company should select one large project, break it down (with the help of AI) into 1500 steps, and farm it out to candidates as "task assessments" that can be cross-checked and then folded together into an app.
I mention this because this seems like an area where lots of people wanted to throw AI at the problem, but I have a tough time finding anyone, on either side, that thinks that automation and AI improves the process in any way.