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But as a hiring manager, why check this over LinkedIn where all the users are? I could see more value in a specialised community that has requirements for entr

But as a hiring manager, why check this over LinkedIn where all the users are? I could see more value in a specialised community that has requirements for entry - like contributing code, having written a useful personal project, some sort of coding / concepts tests, etc. - so you know that people there are good. LinkedIn has tried to do this a little with the programming language tests, but they feel really academic and/or basic - not really reflecting real software engineering work. Another area that could use improvement is job + work descriptions. Like on LinkedIn most are written by recruiters with no idea of the actual work, and it's really difficult to have an impression before starting tbh (just a few questions in the interview!). It'd be great to have a platform that was much more detailed in this respect (perhaps even with examples), and also with regard to what the company can offer in terms of visas, relocation assistance, etc. which is often overlooked in HR/Recruiter ads. But in general the main issue at the application stage is just trying to filter people completely unqualified to save interviewer time, and after that everyone has to go through the same long interview process in any case.

reportgunner 4y ago
I don't think this website is for hiring managers.
harryvederci 4y ago
Valid questions, thanks! > as a hiring manager, why check this over LinkedIn where all the users are? This is going to be difficult for any new platform in this space, and it's a tough one. For now it's important for me to let users create a great looking CV that can easily be printed, offering value there regardless of the upcoming search feature. Aside from that, I've got a couple of tactics in place for expanding the user base, but I want to keep my cards closed there for a little while. I promise it's not going to be anything nasty/sneaky though! > I could see more value in a specialised community that has requirements for entry I don't think this is the direction I'm going in, but sounds interesting! > Another area that could use improvement is job + work descriptions. This is something I haven't addressed properly yet in the FAQ. Companies/recruiters will have to make you interested just like you made them interested with your CV. Otherwise you'll get 20 company names that are interested without any context. Then it'll be possible to sort invitations by companies based on criteria. Nothing that's written in stone yet, but if some companies want to keep the intended salary a secret, they may be ranked lower in the invitation list. > But in general the main issue at the application stage is just trying to filter people completely unqualified to save interviewer time, and after that everyone has to go through the same long interview process in any case. I'm definitely not done yet with banging my head against this problem. I really appreciate your feedback, thanks for your constructive but critical thinking!

reportgunner 4y ago

I don't think this website is for hiring managers.

harryvederci 4y ago

Valid questions, thanks! > as a hiring manager, why check this over LinkedIn where all the users are? This is going to be difficult for any new platform in this space, and it's a tough one. For now it's important for me to let users create a great looking CV that can easily be printed, offering value there regardless of the upcoming search feature. Aside from that, I've got a couple of tactics in place for expanding the user base, but I want to keep my cards closed there for a little while. I promise it's not going to be anything nasty/sneaky though! > I could see more value in a specialised community that has requirements for entry I don't think this is the direction I'm going in, but sounds interesting! > Another area that could use improvement is job + work descriptions. This is something I haven't addressed properly yet in the FAQ. Companies/recruiters will have to make you interested just like you made them interested with your CV. Otherwise you'll get 20 company names that are interested without any context. Then it'll be possible to sort invitations by companies based on criteria. Nothing that's written in stone yet, but if some companies want to keep the intended salary a secret, they may be ranked lower in the invitation list. > But in general the main issue at the application stage is just trying to filter people completely unqualified to save interviewer time, and after that everyone has to go through the same long interview process in any case. I'm definitely not done yet with banging my head against this problem. I really appreciate your feedback, thanks for your constructive but critical thinking!