don't apply through HR filter routes nor with a normal application. you need just one person on the team or senior on the decision path to advocate a look. st

don't apply through HR filter routes nor with a normal application. you need just one person on the team or senior on the decision path to advocate a look. stuff like DEI, veteran hiring, high energy, etc are real, and junior hires are all protected categories, so managers do care about non-unicorn hires and will bat for them . -- startups, esp those scrappy (read: no $30M funding rounds) so aren't using HR recruiters, will do hiring directly through founders or later leads. in general, up to 100+ employees, a good CEO should be involved in every hire -- everyone else: LinkedIn sleuthing -- identify the team you'd want to join and likely hiring lead in both cases, direct reach out via LI/email to that person: ~2 sentences proving you are legit ready to provide value on week 1-2 (ex: impressive demo page/video link), leading to a coverpage of 3-4 paragraphs why you<>them specifically (project, ROI, ...) + regular CV ex: if you want to do GLSL JS at Graphistry, I'd jump on an email / LI msg that linked to a cool GLSL video/demo and a good GitHub behind it. normally we have to hunt to find that kind of thing, so A+ for candidates who show they already align on our mission and can do the legwork. 80%+ of applications we get could have been applying for any webdev job, not ours: if we were looking for that, our job search would have taken 1-3 days. so don't present yourself that way nor apply that way. Numbers wise, instead of below the bar on 100 jobs so ~0% chance, at least get a 5-10% chance on 10-20, giving you a 100% shot heck, as someone senior, i'd still never apply through the front door, including for co's I don't know anyone at