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Do you have an About page? How are you acquiring your network/database of caliber engineers for these start-ups? What are you going to charge after a limited

Do you have an About page? How are you acquiring your network/database of caliber engineers for these start-ups? What are you going to charge after a limited time?

jacektu 12y ago
The engineering talent is at a high level due to the fact that candidates have worked at top tech companies. There is no charge to the developers. Startups at a monthly fee will get an increased number of candidates in their inbox. Meant to include all information in one page so didn't add a separate About page.
- lscore720 12y ago
  So I imagine you already have a large database of candidates in there so employers can receive them once they sign up, right? Otherwise it's a basically a landing page and e-mail sign up for a stack overflow-type careers site and you'll only receive active (with few exceptions, lower caliber) candidates. Hopefully that's not the case, as there would be practically zero chance of success.
  - jacektu 12y ago
    Startups specify what tech companies the candidates have worked. This narrows the pool of candidates to ones already vetted by these companies. For example, if a startup chooses Google and Facebook, they will only receive developers who have worked at Google or Facebook and who are looking to be hired by a startup.
    - lscore720 12y ago
      OK, but how are you finding/convincing these prospective candidates to talk to these companies? What value are you providing these companies here? The fact that you're already requiring the employer to TELL you which companies to target puts you far behind an average recruiter just in terms of hassle & productivity.
      - jacektu 12y ago
        I'm building up the database of candidates at the same time as the database of startups. There are two sign up paths on the form, "Get Hired" and "Hire". The benefit to the startup is convenience. Startups get a regular e-mail with engineers including their contact information. No app or service to log in to. They also don't need to deal with anonymous introductions to candidates who aren't seriously looking. Requiring startups to specify which companies to hire from may be limiting or like you said not productive. If I see many startups selecting many or all companies I will simply make it a requirement that candidates have worked at a top tech company and not specific ones.
        lscore720 12y ago
        Got it, thanks for explaining. Here's my two cents and I'm sorry if it's not what you want to hear: The foundation of recruiting is sales - you are competing again internal, external recruiters and many other avenues pursued by an employer to hire THE best candidate for a given role. They don't care about anything but you delivering the best in the most efficient way possible. I regular give advice to people testing new tech recruiting approaches - because the system is broken in many ways. The worst attempts at fixing are generally made by engineers with limited understanding of what it takes to actually be.a.recruiter. They assume that their technical proficiency will give them the edge - wrong. This is the mistake made by most technical people who believe they'll also succeed in sales - it ends up being a handicap. For the most part, actuaries make terrible insurances salespeople, mechanics fail in car sales, and so on. Human first, salesperson second, technician a distant third. At this point, all you have is a visually appealing tool that may add a tiny fraction to the employer's hiring productivity. But that means nothing unless you have the best candidates for them, yesterday. If you are starting from scratch, you'll either need to partner with a recruiter with a huge rolodex or spend about years building up your own. You cannot just enter this game without a huge database ready for your hiring campaign. It's a numbers game, it takes massive outreach before you can even offer a simple tool like this to differentiate yourself. Until then, an employer could care less unless you've proven you can deliver the best candidate, now. Hope this helps!

Do you have an About page? How are you acquiring your network/database of caliber engineers for these start-ups? What are you going to charge after a limited time?

jacektu 12y ago

The engineering talent is at a high level due to the fact that candidates have worked at top tech companies. There is no charge to the developers. Startups at a monthly fee will get an increased number of candidates in their inbox. Meant to include all information in one page so didn't add a separate About page.

lscore720 12y ago
So I imagine you already have a large database of candidates in there so employers can receive them once they sign up, right? Otherwise it's a basically a landing page and e-mail sign up for a stack overflow-type careers site and you'll only receive active (with few exceptions, lower caliber) candidates. Hopefully that's not the case, as there would be practically zero chance of success.
- jacektu 12y ago
  Startups specify what tech companies the candidates have worked. This narrows the pool of candidates to ones already vetted by these companies. For example, if a startup chooses Google and Facebook, they will only receive developers who have worked at Google or Facebook and who are looking to be hired by a startup.
  - lscore720 12y ago
    OK, but how are you finding/convincing these prospective candidates to talk to these companies? What value are you providing these companies here? The fact that you're already requiring the employer to TELL you which companies to target puts you far behind an average recruiter just in terms of hassle & productivity.
    - jacektu 12y ago
      I'm building up the database of candidates at the same time as the database of startups. There are two sign up paths on the form, "Get Hired" and "Hire". The benefit to the startup is convenience. Startups get a regular e-mail with engineers including their contact information. No app or service to log in to. They also don't need to deal with anonymous introductions to candidates who aren't seriously looking. Requiring startups to specify which companies to hire from may be limiting or like you said not productive. If I see many startups selecting many or all companies I will simply make it a requirement that candidates have worked at a top tech company and not specific ones.
      - lscore720 12y ago
        Got it, thanks for explaining. Here's my two cents and I'm sorry if it's not what you want to hear: The foundation of recruiting is sales - you are competing again internal, external recruiters and many other avenues pursued by an employer to hire THE best candidate for a given role. They don't care about anything but you delivering the best in the most efficient way possible. I regular give advice to people testing new tech recruiting approaches - because the system is broken in many ways. The worst attempts at fixing are generally made by engineers with limited understanding of what it takes to actually be.a.recruiter. They assume that their technical proficiency will give them the edge - wrong. This is the mistake made by most technical people who believe they'll also succeed in sales - it ends up being a handicap. For the most part, actuaries make terrible insurances salespeople, mechanics fail in car sales, and so on. Human first, salesperson second, technician a distant third. At this point, all you have is a visually appealing tool that may add a tiny fraction to the employer's hiring productivity. But that means nothing unless you have the best candidates for them, yesterday. If you are starting from scratch, you'll either need to partner with a recruiter with a huge rolodex or spend about years building up your own. You cannot just enter this game without a huge database ready for your hiring campaign. It's a numbers game, it takes massive outreach before you can even offer a simple tool like this to differentiate yourself. Until then, an employer could care less unless you've proven you can deliver the best candidate, now. Hope this helps!