lumens

11 ms·

61.
by lumens 12y ago
Thanks for the kind words — and even more for your feedback. Couldn't have built what we have so far without feedback from folks like yourself. Keep it coming and we'll keep making the product better!
62.
by lumens 12y ago
Awesome! Glad you saw and liked the change. We're trying to iterate quickly to address our users concerns, so keep the feedback coming — super helpful.
63.
by lumens 12y ago
Much better control of incoming opportunities, dramatically improving signal/noise ratio seen on those sites. Unlike those sites, your information is private on Mighty Spring, so as an employed person you can be more transparent about
64.
by lumens 12y ago
Hey Robert, good points here, but we're actually not entirely automated. We still do some manual things (we're a small startup, after all), which keeps the quality of folks seen by our employers high. All of this said, we hope to
65.
by lumens 12y ago
Hey, Mighty Spring CEO here: yes, we're making placements with the platform and new people are interviewing every week. While we're still early-stage and in beta, our candidate and employer base is growing significantly on a weekl
66.
Ask HN: Public Bug Tracking Best Practices
2 points by lumens 12y ago|0 comments
67.
by lumens 13y ago
This is kind of symptomatic of online communities in general as they grow, no? Similar concerns exist around community behavior here on HN. Over the past year we've seen declining overall behavior as flocks of new people participate, n
68.
by lumens 13y ago
What's your Twitter handle? I wanna retweet these, especially the #baseball one. I might even follow you if you keep cranking out these gems. ;)
69.
by lumens 13y ago
He also seems to say, "I /can/ work with velvet, though preferably in conjunction with other materials, however I don't appreciate being referred to simply as a 'Velvet Tailor'." Titles are tools, often us
70.
Negotiating Startup Job Offers(blog.mightyspring.com)
16 points by lumens 13y ago|1 comments
71.
United States 16th in Livability(nytimes.com)
5 points by lumens 13y ago|0 comments
72.
by lumens 13y ago
Ha, funny - as a startup founder ( https://www.mightyspring.com ), I immediately went and signed our site up for a review from Peek. Seemed insanely valuable to me.
73.
Startup Dogfooding: Engineers as Recruiters(blog.mightyspring.com)
10 points by lumens 13y ago|2 comments
74.
by lumens 13y ago
I love the originality on display with this game mechanic. Too many "samesies" games out there for my tastes. This developer has another puzzler in the App Store as well: Button Brigade, also quite original, but more of an adventu
75.
by lumens 13y ago
FWIW, OP has also made an Ultimate Frisbee game for iOS, sponsored by Major League Ultimate, the biggest professional Ultimate Frisbee league going: http://asivitz.com/champ_ultimate/index
76.
by lumens 13y ago
While the "third space" concept presented here is interesting as a social hack to get the most out of the conversations you do have, I think the real lesson here is actually something else: Outsourcing parts of your hiring process
77.
by lumens 13y ago
Check out https://www.mightyspring.com/ Job postings are easy to build from scratch and the candidate pool is strong.
78.
Bias in Hiring: Bad for Everyone(blog.mightyspring.com)
2 points by lumens 13y ago|0 comments
79.
by lumens 13y ago
The problem is that recruiters are not "opt in". I'm sure many of the people who voted "multiple times a day" would like to be contacted less, and some of the people who wrote, "never" would actually like
80.
Battling Silicon Valley Wage Suppression(blog.mightyspring.com)
37 points by lumens 13y ago|15 comments
81.
by lumens 13y ago
Looks cool. Browsing the referral market quickly and easily (a la Tinder) is a big step up from the disjointed asks made by most companies. In a similar vein, I started Mighty Spring ( https://www.mightyspring.com ). Candidates ge
82.
by lumens 13y ago
Additional transparency in the employment market is an absolute must. So many tough decisions (both for companies seeking to hire and candidates looking for a better opportunity) could be made easier with better (read: more complete) data a
83.
by lumens 13y ago
It's nice to have a reference like this, but as the comments on this thread display, everyone has their own preferred variant(s). It's silly to think that there is a "one size fits all" email intro framework. Different c
84.
by lumens 13y ago
You point out the obvious concern. It'd be nice if this information was available about candidates up-front... as an employer it's on the list of things you'd want to know about someone along with what primary skill-sets they
85.
by lumens 13y ago
Another very important factor in retention not mentioned here is better understanding the aspirations of those people you're considering bringing on to your team. A person's response to questions like, "What are you most inte
86.
The Power of Anonymity in Career Development(blog.mightyspring.com)
14 points by lumens 13y ago|0 comments
87.
Lean Startup in a Tweet via @ericries(twitter.com)
1 points by lumens 13y ago|0 comments
88.
by lumens 13y ago
Many companies butcher their interview processes, so it's not surprising to hear this story. That said, OP's refusal of code challenges all together seems every bit as silly as being asked to jump through the hoops described. If w
89.
by lumens 13y ago
The mental energy drain of "always looking" is definitely the hardest part. Good tools to make this easier would enhance market efficiency and make all the difference.
90.
Coin bests pre-order goal in 40 minutes(techcrunch.com)
3 points by lumens 13y ago|1 comments

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