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This site looks nice but a question and couple suggestions for you. Question: why not include a "high compensation"/"high equity"/"top of market comp"/etc cate

This site looks nice but a question and couple suggestions for you. Question: why not include a "high compensation"/"high equity"/"top of market comp"/etc category? Talk about culture and values is nice but as far as I'm concerned the best way for companies to show they care about engineers is to put their money where their mouth is. There's surely a subset of engineers and companies that agree with me on this. It would be useful for matching. Suggestions: if you're not doing this already, you should limit the number of categories a company or user can select. (And if you are doing this, you should make it clear on the site.) This will help get more meaningful results. Some of the current categories are meaningless - ie. "Impressive team members" ... what company would not claim this? It's only meaningful if you restrict them to, say, 5 categories. Either do this or just eliminate these categories and keep it on pure culture traits like "eats lunch together."

lynnetye 8y ago
In reverse order: 2. Yup! Companies are limited to choosing 8 values. They're also forced to rank them in order of importance. As you can see, not all companies select Impressive Team Members. 1. Pretty much every other job board / recruiting tool out there filters on compensation. If you're optimizing for comp, you have plenty of places to go! However, there's no place to discover companies that share your values. There's no place to learn about the team or what your day-to-day might look like before jumping through all of the other hoops (cover letters, apps, take-home tests, whiteboarding questions...). Not until Key Values that is. This is the space I'm working to fill. Additionally, I'd argue that constraining your job search based on comp is a mistake. After some level of $$$, an additional $10k-$20k/year means a lot less than everything else. Value alignment (aka your happiness) is worth so much more. As a not-so-extreme example: you couldn't pay me a $300k/year to work w/ people I hated.

lynnetye 8y ago

In reverse order: 2. Yup! Companies are limited to choosing 8 values. They're also forced to rank them in order of importance. As you can see, not all companies select Impressive Team Members. 1. Pretty much every other job board / recruiting tool out there filters on compensation. If you're optimizing for comp, you have plenty of places to go! However, there's no place to discover companies that share your values. There's no place to learn about the team or what your day-to-day might look like before jumping through all of the other hoops (cover letters, apps, take-home tests, whiteboarding questions...). Not until Key Values that is. This is the space I'm working to fill. Additionally, I'd argue that constraining your job search based on comp is a mistake. After some level of $$$, an additional $10k-$20k/year means a lot less than everything else. Value alignment (aka your happiness) is worth so much more. As a not-so-extreme example: you couldn't pay me a $300k/year to work w/ people I hated.