4 ms·
I don't know if I buy the resume-killer concept. Do you have some examples? maybe it's because I'm a programmer and not a CEO, but it sure seems like at interv
by jes5199 13y ago
I don't know if I buy the resume-killer concept. Do you have some examples?
maybe it's because I'm a programmer and not a CEO, but it sure seems like at interviews people just skip the boring parts of my resume to talk about the charismatic companies I've worked at, disregarding the gaps.
I do know one company (Basho) that refuses to hire anyone who has ever had a negative experience at any job. As a result, they tend to hire young, inexperienced people.
- mattgreenrocks 13y ago> I do know one company (Basho) that refuses to hire anyone who has ever had a negative experience at any job Can you elaborate? I'm curious; I may have dodged a bullet here.
- michaelochurch 13y agoThat's not a rare attitude ("I never hire unlucky people"). I'd imagine that VCs are the same way. Yes, you'll exclude good people if you cop that attitude, because good people often get unlucky. However, the people you get will be terrified (and manipulable). The purpose of back channel reference checking (or age discrimination) isn't to get good people. It's to scare the shit out of the people you have, so they do what you say without question.
- jes5199 13y agothere's a strain of management books called "Topgrading". The gist is: you, the new founder, are grade A awesome, and you can have a successful company if you only hire other As. Unfortunately, Bs and Cs will show up, and lie about their work history! So you better scrutinize their resume line-by-line. The books teach intimidation tactics meant to flush out inconsistensies in self-reported work history. In reality, it becomes interrogation-style focus, trying to highlight "problems" of any kind.