our Manila, Philippines base is hiring people who know RoR and if you're a Merbist ... better :)
Ask HN: Who's Hiring?
191–200 of 215 posts
Re: Ask HN: Who's Hiring?
#192Earlier quoted context omitted.
Hence the footnote. It's a little in-joke that it seems you didn't find funny. I encourage anyone who's turned off by that part of the job post to please apply anyways. My above post was made as an individual, not as a representative of the company, and cannot be taken as a representative sample of Disqus's mean level of seriousness.
Damn. If I weren't deliriously happy with where I am, I'd consider applying just because you said "mean level of seriousness"
Where are you?
Re: Ask HN: Who's Hiring?
#193Earlier quoted context omitted.
I found my job through nextNY (Bug Labs) and my girlfriend found hers through new-tech, and the connection from that job led to the one she is currently at. Anecdotes != conclusions, but for us it worked very well.
Probably should plug my own place huh? In NYC http://buglabs.net/jobs We're often putting up new jobs. At the moment we are looking for a QA engineer and a business intern (that one is probably San Fransisco but I'm not sure). I'm not very in tune with our hiring but for a while we were looking for development engineers too. I'm sure it wouldn't hurt to drop a resume if you have experience with embedded Linux develop…
Seems like your business intern position is aimed at finding people from MBA programs. Is that correct?
Re: Ask HN: Who's Hiring?
#194Ever thought of moving to India? Directi ($300MM, Internet Products, DNS + Infrastructure) is looking for Tech Leads and Engineers. See: http://careers.directi.com/
gosh, you really do need help! proxy error on click. :-/
Re: Ask HN: Who's Hiring?
#195At Disqus, we're looking for a front-end hero* . The candidate should be good at everything from visual and UI design to Javascript optimization. Email jobs@disqus.com. *hero is the new rockstar
Just for the record, if I were looking for a job, and you used hero (or ninja, or rockstar) in the title, I wouldn't take you guys seriously. This seems to be a common sentiment.
I'm telling you, the proper nomenclature now is code barista
Re: Ask HN: Who's Hiring?
#196We are hiring! Flex & .NET developers, as well as designers. feedback@scrapblog.com
Re: Ask HN: Who's Hiring?
#197Here's a related question: I'll posit that there is a higher density of "very desirable" top-notch hackers being thrown into the job market than at any other time in my 15-year career. You know the people: the ones that rarely hit the normal job market because with one or two emails, they can line up their next gig in an afternoon throught their network or friends-of-friends. For those of us who are hiring, what stra…
I'm not presuming I am one of the candidates you are looking for, but as someone who has been able to afford a bit of choosiness here are some of my thoughts.
It isn't about engineers vs. non-engineers. It's about helpful, courteous, and respectful, vs uninformed, detached, and unconcerned. A lot of HR people don't seem very invested in the position whereas the direct manager might be, so maybe that's where the stereotype comes from, but I've had many, many, many contacts from engineers (usually at smaller companies) who weren't so hot on the people skills.
On one occasion I worked with HR people. They were sharp and had their stuff together. In meeting them before interviewing with the engineering team, they were well dressed and very professional. They were courteous.
At all points I was aware what expectations I should have for notification, what the timelines were, and what the next steps were. In salary negotiations they were very respectful and it didn't feel like they were trying to find my lowest spot (though presumably they were).
This was extremely impressive to me. I've worked in plenty of situations where the engineers are good but the organization is poorly led or otherwise dysfunctional. I can talk to the engineers and tell if they know their stuff. That'll come in due time. It's harder to tell, does payroll go out in time? Is this an environment that will treat me like an adult?
When I ask for time off, am I going to have to e-mail ten different people for all the projects I'm in (I'm someone that can be useful in multiple areas), or will there be some structure there?
These things are harder to tell. Some people might like to be more seat of your pants. I personally expect competence at all levels of an organization, and not knowing these fundamentals is a red flag, and demonstrating them, conversely, is a good sign.
Re: Ask HN: Who's Hiring?
#198Earlier quoted context omitted.
Get out and meet them (and their friends) in person. Nothing beats networking. I personally only work through my network when I'm searching for a job. The other key is to move fast. If you want one of these people, don't waste their time with phone interviews and things like that, just get them scheduled to come in as soon as possible. At my last two companies we would bring people in for an afternoon of interviews a…
Followup question: How do I know I have "one of these people" such that I can not waste their time with phone interviews, etc? Letting in a lot of chaff in hopes of not turning away wheat is not scalable, and if I already knew who the good ones were without phone screening them, I could probably cut down on the interviewing as well. I'll grant you that true networked hires may have earned a skip-the-phone stage, thou…
Personally I like phone interviews. I don't like to in-person until we are serious and chance of hire is relatively high.
I've been fortunate thus far and always looked for a new job when I want to try something new, not when I'm out of work and hungry. Taking time off of work to interview for a bunch of low-chance jobs is not something I'll do unless I'm extremely excited about the company.
Maybe this isn't a bad thing (you want excited people), but how many employers work at companies people wake up knowing they have to work there.
Re: Ask HN: Who's Hiring?
#199Here's a related question: I'll posit that there is a higher density of "very desirable" top-notch hackers being thrown into the job market than at any other time in my 15-year career. You know the people: the ones that rarely hit the normal job market because with one or two emails, they can line up their next gig in an afternoon throught their network or friends-of-friends. For those of us who are hiring, what stra…
Show some respect during the interview process. Possibly make their point of contact an engineer rather than an HR person. I interviewed with a company that had a technical recruiter who knew technology and I was very impressed by them for that. Also keep in mind, how you run the interview process says volumes about what its like to work in your company. Taking > 2 weeks between responses shows lack of interest. Maki…
I have to echo your point about the response time. I recently interviewed with a large well-known software company, and I told them about some of my schedule limitations (due date on an existing offer), and the HR person seemed dodgy about it at best. My interviewer loved me, but told me that the company generally was unable to respond in less than 4 weeks.
If you want your potential hires to feel valued, move through the recruitment process at a good pace. There is absolutely no reason there should be a 4-week gap between first and second interviews. I've seen plenty of companies that have gone from first interview to offer in the space of a single week - that includes flying the candidate in.
The worst part is that I emailed the HR contact reminding them that this deadline existed, and to this date (a week and change now...) I have not yet even received an acknowledgment on their part.
Oh well, I'd been warned against that company to begin with.
Re: Ask HN: Who's Hiring?
#200Earlier quoted context omitted.
I was doing some work this past summer trying to extract good feature sets from job ads so users could train a neural network to help filter through ads. I see there are a lot of sites that to do something for employers but its good to see someone else thinking of job seekers. Not much out there for us and I think an opportunity exists for someone that can optimize and organize the process with us in mind.
I have(/had) a project in this area as well, and I kept stumbling over the monetization problem-- job seekers are a population that has a strong disincentive to parting with their money. NotchUp has an interesting play on this problem, though hard to say if they're getting any traction. Obviously the employers and recruiters are the ones holding the money, so most solutions tend to cater to their dealflow needs. Any…
There are several Job Alchemy above being one of them.
There's one in the UK (who's name I can't remember right now) which specializes in "referal" hiring, taking advantage of the fact many large employers give employee's significant bonuses for referred hires to essentially create a secondary market for recruitment based upon referal bonus payments.