leeny

65 ms·

1. 301.▲
   Ask HN: How good are you at judging resumes?

   10 points by leeny 12y ago|16 comments
2. 302.▲
   by leeny 12y ago

   I ran a number of different regressions in parallel with significance testing. Ultimately, I chose to publish the figures from the one that included the factors with the largest effect sizes (determined in parallel) for simplicity, but the
3. 303.▲
   by leeny 12y ago

   On Hired's platform, each recruiting message is accompanied by a salary offer, separate from the message body.
4. 304.▲
   by leeny 12y ago

   Sorry, you're right, that's unclear. We chose to run a logistic regression on a subset of factors that were statistically significant (i.e. every factor in the graph is significant). In other words, we chose the factors that had t
5. 305.▲
   by leeny 12y ago

   Heh, I think giving advice is much easier than actually following it :)
6. 306.▲
   What I learned from reading 8,000 recruiting messages(blog.hired.com)

   110 points by leeny 12y ago|24 comments
7. 307.▲
   by leeny 12y ago

   this is awesome.
8. 308.▲
   by leeny 12y ago

   ohai josh! thanks!
9. 309.▲
   by leeny 12y ago

   thanks, will fix!
10. 310.▲
    by leeny 12y ago

    thanks! video is in the works.
11. 311.▲
    by leeny 12y ago

    great feedback, will fix. thank you!
12. 312.▲
    by leeny 12y ago

    hmm, so audio is closer to what you'd get in the wild, ultimately making for more indicative practice. logging it might be useful down the line, though, in some format (provided users agree to that)!
13. 313.▲
    by leeny 12y ago

    thanks. i really hope it is too! re what you're getting, i'll update the copy, but all that's gonna happen is that you'll get an email with an invite once we're ready for more users. nothing will ever be scheduled w
14. 314.▲
    by leeny 12y ago

    hey, good question. right now, interviewers aren't paid, but that may change. re business model, ultimately, i'd like to have this platform be something companies can use to find candidates rather than relying on proxies like pedi
15. 315.▲
    Show HN: Free, anonymous coding interview practice(interviewing.io)

    604 points by leeny 12y ago|215 comments
16. 316.▲
    Hire from your user base(blog.alinelerner.com)

    42 points by leeny 12y ago|11 comments
17. 317.▲
    by leeny 13y ago

    This is awesome. It would be even awesomer if it came with some practice problems after each section!
18. 318.▲
    by leeny 13y ago

    i don't think every candidate should be interviewed the same way, and i don't think these processes should be set in stone. if you look great on paper (e.g. have some nice name brands on your resume, are a minor celebrity in some
19. 319.▲
    by leeny 13y ago

    Udacity - Mountain View - F/T At Udacity, we're working on fixing higher education. Since our first online AI class (co-taught by Sebastian Thrun and Peter Norvig), we've grown to hundreds of thousands of students and have co
20. 320.▲
    by leeny 13y ago

    Udacity - Mountain View, CA - http://www.udacity.com Higher education is broken, and we're working on fixing it. Udacity was born out of a Stanford University experiment in which Sebastian Thrun and Peter Norvig offered the
21. 321.▲
    by leeny 13y ago

    I'd love more info about what happened during the interview process at each of the 20 jobs the author applied for. I can definitely imagine a situation (and being a recruiter, have seen situations) where a PhD will keep you from gettin
22. 322.▲
    by leeny 13y ago

    I recently wrote about how eng hiring is not nearly as meritocratic as it could be. As soon as a company gets large enough to have non-technical people doing filtering, people who don't look great on paper end up getting cut before any
23. 323.▲
    Uber offering DeLorean rides in San Francisco this weekend(theverge.com)

    2 points by leeny 13y ago|0 comments
24. 324.▲
    by leeny 13y ago

    Making a predictive statement like that is probably a bit premature. All I'm saying here is that the group of people who got offers differed significantly from the group that didn't get offers when it came to how many typos and ot
25. 325.▲
    by leeny 13y ago

    Thank you :) The 50 includes people who got phone screened. The onsite to offer ratio was something like 3 to 1, if memory serves. I will update the original post to make that clearer.
26. 326.▲
    by leeny 13y ago

    Author of the original post here. I agree completely and recently wrote about this problem: http://blog.alinelerner.com/silicon-valley-hiring-is-not-a-m... TL;DR It would be awesome if candidates had the option to do a codi
27. 327.▲
    by leeny 13y ago

    It's true. I would not hire myself as an engineer for TrialPay.
28. 328.▲
    by leeny 13y ago

    0. Peroni, thank you for reading this. I've been a fan of your writing for years, and your take on hiring was one of the things that ultimately helped me make the decision to switch from coding to recruiting. 1. Yeah, over the course o
29. 329.▲
    by leeny 13y ago

    Yeah, tracking on-the-job performance would be much more interesting than just looking at whether or not someone got an offer. I hope to be able to do this kind of study in the future with the advent of more data.
30. 330.▲
    by leeny 13y ago

    We ended up hiring several people from outside the U.S. Their resumes were pretty much impeccable.