What’s an example of a job scam? How does the scammer benefits from it? I have never heard of this, just looking to learn more about it.
For one, it’s a form of personal information harvesting. People tend to apply with non-burner accounts
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#22What’s an example of a job scam? How does the scammer benefits from it? I have never heard of this, just looking to learn more about it.
For one, it’s a form of personal information harvesting. People tend to apply with non-burner accounts
and I assume the value here would be some data broker deal? feels odd to me still
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#23https://www.news.google.com/search?q=ghost+jobs - ghost jobs are a real problem - I don't know if this is the solution.
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#24Earlier quoted context omitted.
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> confirming the recruiter’s identity and requiring employers to periodically confirm that the position is still active. If a position is only listed due to a requirement, and is already basically guaranteed to someone making an internal transfer, knowing the recruiter's identity and having a manager pinky-swear the job offer is real does nothing.
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#25Verified how?
The poster has an account? No
The poster has confirmed an email address? No
The poster has a confirmed email address that is associable to the business? Maybe
The poster has a confirmed email address that is associable to the business and their name is verifiable as HR/Hiring Manager/Someone in a legitimate position to post this offer? Sure
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#26No. A job being “verified” doesn’t solve the main problem post around 2023. Every single job opening gets hundreds of openings within the first day of it being opened. If you are looking for a job as any type of generic developer - full stack, front end, mobile, back end, it’s almost impossible to stand out from the crowd. No, “I reversed a btree on the whiteboard to get into big tech as a mid level developer” doesn’…
Yes, we recently posted for an entry/mid level position and we got 1800 applications in a few days. It’s impossible to filter the list, I spent several hours to see how feasible it was and after getting through maybe 150 applications I gave up. We’re a small team, we don’t have the resources to cut through the noise without just blanket rejecting people. There doesn’t need to be a board that vets jobs, there needs to be a board that vets candidates and makes it easier for companies find their ideal candidate.
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#27what's the value add ? what are you offering to candidates - a better interview experience (been tried before etc, those companies closed) you want to solve a problem, however you are trying solve the problem at a wrong abstraction level - the problem with the tech market hiring is a coordination problem
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#28You have to think through the applicant issue. As a hiring manager every time I post a job i get hundreds of applicants and most are not viable for different reasons. A verified listing does nothing to help me deal with the influx of low quality and fake applicants.
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#29Verified how? The poster has an account? No The poster has confirmed an email address? No The poster has a confirmed email address that is associable to the business? Maybe The poster has a confirmed email address that is associable to the business and their name is verifiable as HR/Hiring Manager/Someone in a legitimate position to post this offer? Sure
Has a registered business that's been around longer than 6 months.
Has a confirmed business phone number, called by a human that verifies another human is on the other end.
Has a confirmed business address (mail them the confirmation code).
Has a website that's been around longer then 6 months.
Has a Google Maps location that's been around longer than 6 months.
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#30No. A job being “verified” doesn’t solve the main problem post around 2023. Every single job opening gets hundreds of openings within the first day of it being opened. If you are looking for a job as any type of generic developer - full stack, front end, mobile, back end, it’s almost impossible to stand out from the crowd. No, “I reversed a btree on the whiteboard to get into big tech as a mid level developer” doesn’…
Yes, we recently posted for an entry/mid level position and we got 1800 applications in a few days. It’s impossible to filter the list, I spent several hours to see how feasible it was and after getting through maybe 150 applications I gave up. We’re a small team, we don’t have the resources to cut through the noise without just blanket rejecting people. There doesn’t need to be a board that vets jobs, there needs to…
https://en.wikipedia.org/wiki/Secretary_problem
How do you vet mid level and entry developers? I know that sounds like a dumb question. But I only expect a mid level developer especially enterprise developers to turn well defined requirements into code. The bar is especially low in the age of AI. One is basically interchangeable for another. I have only interviewed senior level developers - ie people who I expect to operate on a higher level of scope, impact and ambiguity.
Those are easy to filter out via a few behavioral questions.