4 ms·

Hey folks! co-founder here, I'm one of the people behind autoiterative.com. I did a ShowHN yesterday[1], but obviously, the blog post provokes much more engaged

by ilyaa 6y ago

Hey folks! co-founder here, I'm one of the people behind autoiterative.com. I did a ShowHN yesterday[1], but obviously, the blog post provokes much more engaged discussion, love it ;) I appreciate your feedback, please keep it coming and challenge our assumptions! I will try to address the questions tomorrow, I already see some of them require a ton of thinking indeed. [1]: https://news.ycombinator.com/item?id=23986002 https://news.ycombinator.com/item?id=23986002

busrf 6y ago
Hi Ilya, I saw in your linked post that this started as an internal tool to assess candidates which you then spun out. Could you talk more about that? How many people did you screen and hire with this tool?
- ilyaa 6y ago
  Hi! Thanks for asking. We will blog about it in more detail, but I can give you some numbers right away. At the moment when we decided to start making it into a product, we've been using this approach for roughly 4 months. During this period, the data was: - we processed roughly 600 candidates - of which we hired about 50 - per-recruiter rate of processing people increased from 15/month to 100/month - average invite-to-offer time reduced from two months to two weeks - on top of that, the number of challenges to review by our engineers dropped by 60%. The explanation of why will be in our next blog post about the cost of engineering engagement. At this point, we decided that this is too good to hold only for ourselves. Thus, AutoIterative was born, where we also significantly improved the parts that weren't polished well enough and added features we lacked.
juped 6y ago
This is very, very similar to something I've been working on. I'll email you to trade thoughts, if you're interested.
- ilyaa 6y ago
  Hey juped, of course, please do reach out, I would love to hear your take on this problem because it is a very complex one indeed. Some context: we're not claiming we have a silver bullet or fit-it-all solution as some people got from the post (and that's my fault because I'm responsible for that text, and blogging is hard, haha). And we're also not claiming we can replace _the whole_ of your hiring loop (that would be the silver bullet). We claim that choosing the right metric can drastically improve the hiring loop, and we've built the tool that automates the assessment of this exact metric.

by ilyaa 6y ago

busrf 6y ago

Hi Ilya, I saw in your linked post that this started as an internal tool to assess candidates which you then spun out. Could you talk more about that? How many people did you screen and hire with this tool?

ilyaa 6y ago
Hi! Thanks for asking. We will blog about it in more detail, but I can give you some numbers right away. At the moment when we decided to start making it into a product, we've been using this approach for roughly 4 months. During this period, the data was: - we processed roughly 600 candidates - of which we hired about 50 - per-recruiter rate of processing people increased from 15/month to 100/month - average invite-to-offer time reduced from two months to two weeks - on top of that, the number of challenges to review by our engineers dropped by 60%. The explanation of why will be in our next blog post about the cost of engineering engagement. At this point, we decided that this is too good to hold only for ourselves. Thus, AutoIterative was born, where we also significantly improved the parts that weren't polished well enough and added features we lacked.

juped 6y ago

This is very, very similar to something I've been working on. I'll email you to trade thoughts, if you're interested.

ilyaa 6y ago
Hey juped, of course, please do reach out, I would love to hear your take on this problem because it is a very complex one indeed. Some context: we're not claiming we have a silver bullet or fit-it-all solution as some people got from the post (and that's my fault because I'm responsible for that text, and blogging is hard, haha). And we're also not claiming we can replace _the whole_ of your hiring loop (that would be the silver bullet). We claim that choosing the right metric can drastically improve the hiring loop, and we've built the tool that automates the assessment of this exact metric.