4 ms·

I'm not sure how to feel about this. On the one hand, this is something I have always felt needed to exist. In today's weak job market it's important that we

by habosa 14y ago

I'm not sure how to feel about this. On the one hand, this is something I have always felt needed to exist. In today's weak job market it's important that we do whatever we can to match talent with openings. On the other hand, I think startups are the wrong type fo companies for this. If I'm hiring for a small (<50) person company I want to make sure the person wants to work on my particular product and help with my particular vision. This would be great for big tech companies though, where they just need development talent and there is sure to be some internal project/product for which you're a good fit.

HistoryInAction 14y ago
I disagree. This is a third approach—and a more public one—than we see from A-H and Greylock to help funnel talent to their portfolio companies. It's intended to serve as a first pass and binning for the company to then look for culture fit and second-round interviews. This process lets FRC centralize talent and reduce at least some amount of time that founders have to spend on recruiting, at least beyond employees 1-5, mainly coming directly from personal circles.
- zanny 14y ago
  As a recent college grad in CS looking for a leg into the industry, besides the HN monthly "who's hiring" threads, I feel like I'm missing out on probably 95% of potential companies I could work at just by them not using online job boards to recruit from. I feel like having some situation where employers can get a list of candidates in advance can open up opportunities better than my current workflow: Read email for responses -> check linkedin groups for various languages -> read rss feeds of Dice, Careers 2.0 -> write some cover letter emails, attach resume (with links to github, etc) -> hope for something back. Having some place to put myself in public view to possibly be contacted first sounds really nice.
- habosa 14y ago
  That's true, I guess the differentiating process can happen in later interviews. I definitely think this is a step in the right direction.

by habosa 14y ago

HistoryInAction 14y ago

I disagree. This is a third approach—and a more public one—than we see from A-H and Greylock to help funnel talent to their portfolio companies. It's intended to serve as a first pass and binning for the company to then look for culture fit and second-round interviews. This process lets FRC centralize talent and reduce at least some amount of time that founders have to spend on recruiting, at least beyond employees 1-5, mainly coming directly from personal circles.

zanny 14y ago
As a recent college grad in CS looking for a leg into the industry, besides the HN monthly "who's hiring" threads, I feel like I'm missing out on probably 95% of potential companies I could work at just by them not using online job boards to recruit from. I feel like having some situation where employers can get a list of candidates in advance can open up opportunities better than my current workflow: Read email for responses -> check linkedin groups for various languages -> read rss feeds of Dice, Careers 2.0 -> write some cover letter emails, attach resume (with links to github, etc) -> hope for something back. Having some place to put myself in public view to possibly be contacted first sounds really nice.
habosa 14y ago
That's true, I guess the differentiating process can happen in later interviews. I definitely think this is a step in the right direction.