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Re: undefined

#91

Post by isbvhodnvemrwvn »

aeonfox wrote: post #33
pavel_lishin wrote: post #12

Earlier quoted context omitted.

> 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.

Add a visible count of how many verified applicants got verified jobs at the verified business. Higher count increases confidence.

Unless you recruit mainly via this new job board I can hardly see why employers would go for it, it would just show a very small percentage because you fill most openings via LinkedIn or whatever, damaging the company branding.

Re: undefined

#92

Post by isbvhodnvemrwvn »

siliconc0w wrote: post #36

Cyrpto had some interesting takes on these sort of problems that we haven't really applied more broadly. The way I'd design a job board is require the applicant to escrow X and the job poster to escrow Y*X. Y is is the trust ratio. Given a bad experience, either the side can 'burn' the other and send both escrowed amounts to charity. An okay trust ratio might be 10, meaning they'll give you 10:1 burn ratio. A good on…

What is the incentive from the company side to use this? Any rejected candidate is going to say they had a bad experience.

Re: undefined

#94

Post by dzonga »

BelVisgarra wrote: post #27
dzonga wrote: post #11

what'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

[flagged]

thing coz we're people in tech -- we are open to ideas that are non-tech or old school

a lot of creative industries solved this by using agencies, unions and co-ops

if you really want to have success and make an impact start an agency (not the web agency we're used to - but a talent agency)

Re: undefined

#95

Post by aeonfox »

isbvhodnvemrwvn wrote: post #91
aeonfox wrote: post #33

Earlier quoted context omitted.

Add a visible count of how many verified applicants got verified jobs at the verified business. Higher count increases confidence.

Unless you recruit mainly via this new job board I can hardly see why employers would go for it, it would just show a very small percentage because you fill most openings via LinkedIn or whatever, damaging the company branding.

I never said percentage.

" has filled 8 verified positions on "

Re: undefined

#96

Post by atmosx »

lazypenguin wrote: post #26
raw_anon_1111 wrote: post #8

No. 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://landing.jobs/

No affiliation but they talked with me long time ago. They take upon themselves to perform the first screening… looks like something smaller startups could take advantage of. I am not sure how good they are.

Re: undefined

#97

Post by ericb »

muzani wrote: post #85
idontwantthis wrote: post #76

Earlier quoted context omitted.

I think a big reason is that, just like dating apps, they don’t want you to get a job. They want you to stay on the site and load ads/pay a subscription.

Recruiters are the opposite; they're often incentivized to get you the job. But in the case of recruiter bonuses, the hirer is biased to hiring a slightly worse applicant that doesn't cost the recruiter fee.

> biased to hiring a slightly worse applicant

I understand your reasoning, but in practicality, I don't think this is true. This would be true if companies though with a coherent set of incentives. Instead, individual incentives are at-play here.

If a company is paying for a recruiter, it usually means:

- It isn't highly cash constrained - Values the time of its IC's, managers and HR more than the fee - Valuation for the role is not cost-based, but value-based - Only at the penny pinching startup stage is the recruiter fee a real factor in a multi-year investment that should be yielding a high return. Beyond that, the bias evaporates and the real incentives lie with individual incentives, and available budgets.

Re: undefined

#99

Post by tompccs »

I am building something in this space: teeming.ai/jobs

While we are focused specifically on technical roles in AI startups, and we don't "verify" per se, we do enrich jobs data with investor-grade intelligence on the startups themselves, so you can see which companies have legitimate backing.

Re: undefined

#100

Post by 306bobby »

aeonfox wrote: post #95
isbvhodnvemrwvn wrote: post #91

Earlier quoted context omitted.

Unless you recruit mainly via this new job board I can hardly see why employers would go for it, it would just show a very small percentage because you fill most openings via LinkedIn or whatever, damaging the company branding.

I never said percentage. " has filled 8 verified positions on "

Not a bad idea. Has the added benefit of giving a signal if the position/company has a turnover issue
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