lumens

13 ms·

91.
by lumens 13y ago
The hiring system we live with today–resumes, jobs descriptions, recruiters, HR interviews, and the rest–is massively antiquated. In the past 50 years only distribution has improved. A communications gap exists: resumes don't speak to
92.
Ask HN: Onboarding flow description; "Quick and easy" or "Takes 3 minutes"?
1 points by lumens 13y ago|0 comments
93.
by lumens 13y ago
We use Flask in production at Mighty Spring ( https://www.mightyspring.com ). What started as a simple MVP has become a fully-featured web app and Flask has been great to work with along the way.
94.
Hiring Diamonds in the Rough(blog.mightyspring.com)
8 points by lumens 13y ago|0 comments
95.
by lumens 13y ago
What do you get in exchange for the premium prices that Digicert and Verisign charge?
96.
Ask HN: What SSL certificate provider are you using and why?
25 points by lumens 13y ago|11 comments
97.
by lumens 13y ago
This. As a company, you miss out on the best candidates by implementing an interview process that serves your needs almost exclusively (at the expense of the candidate's desires). Why didn't the engineers sit around the room and s
98.
by lumens 13y ago
It's good advice: Build a focused narrative around why you're a great fit for a job you're interested in. My company is building a product to help you do exactly this: Build a tight, anonymous narrative about why you'd
99.
by lumens 13y ago
About $26k, though a good chunk of it was commissions that were still incoming (with no guarantee of receipt). That said, I think there is a similar concept to the Minimum Viable Product that I'll call "Minimum Acceptable Savings&
100.
by lumens 13y ago
This is more of a 'show and tell' post. There is no article about this happening... the OP just linked to CNET where this is happening. If you don't see it, perhaps you have AdBlocker on?
101.
by lumens 13y ago
For me as well. I'm actually very surprised by all the negative reactions. FWIW, when I looked the demo, I thought to myself, "Ok, I'm going to try to read this quickly." What was so impressive was how easy that was to
102.
by lumens 13y ago
Definitely. Kills me when people say, "But they never gave me a chance to negotiate!" Your negotiation starts as soon as you begin the first interview. Always play for position.
103.
Salary Negotiation Tips(blog.mightyspring.com)
13 points by lumens 13y ago|3 comments
104.
by lumens 13y ago
Regarding your counter example: "Part of selling is to make the audience identify with you..." This is distinctly not what you're trying to do. Part of selling is helping your audience understand that you identify with them
105.
How to execute a career change(blog.mightyspring.com)
2 points by lumens 13y ago|0 comments
106.
by lumens 13y ago
I believe this should be called "Endorsement Bombing".
107.
by lumens 13y ago
What about just setting the interviewer's expectations up front? "Hey, as I'm sure you may understand, these sorts of on-the-spot interviews are a significant departure from the day-to-day environment under which I normally p
108.
Purposefully Architecting your SASS(blog.mightyspring.com)
4 points by lumens 13y ago|0 comments
109.
by lumens 13y ago
OP here. Even great candidates tend to commit these faux pas. Increasing the market's information about your appeal will improve the quality of incoming opportunities. There is no reason not to be the best 'passive job seeker&#x27
110.
3 Ways to Dramatically Improve Your Resume(blog.mightyspring.com)
2 points by lumens 13y ago|1 comments
111.
by lumens 13y ago
Fake It Till You Make It is a fantastic strategy for some things, utter disaster for others. There is no panacea in startups, but don't discount the colloquialism as devoid of value, either.
112.
Reasons employers don't hire the best available candidates(blog.mightyspring.com)
1 points by lumens 13y ago|0 comments
113.
by lumens 13y ago
What's the expression? "Each success is just the entry price to an even greater challenge".
114.
by lumens 13y ago
To address the OP's 'Perfect World' recruiting scenario: "I'm not sure what the answer is - probably some kind of flat-fee recruiter that makes extensive use of technology to automate and clean up the process with s
115.
by lumens 13y ago
Founder here. That's certainly our goal: to improve communication between employers and potential employees. The tools we primarily use today (resumes, traditional job descriptions) are pretty poor frameworks for communicating the fine
116.
Things Your Resume Doesn't Tell Prospective Employers(blog.mightyspring.com)
10 points by lumens 13y ago|2 comments
117.
by lumens 13y ago
It's that ultimately, the hiring decision is in the employer's hands. Candidates may end up paying even when there are no legitimate transactions to be had (employers are only speculatively browsing talent markets), but employers
118.
by lumens 13y ago
Not that hard. Potential outcomes are as follows: 1. Company/Candidate are a great match for each other, everyone is happy. Both sides potentially willing to pay, though side with greater demand should carry financial burden. 2. Candid
119.
by lumens 13y ago
Everything about this design, from the edge to edge glass, to the Lightening + Magsafe connector is super appealing, but it's too much of a jump for Apple. Their design style is much slower and more iterative than this. Arguably the bi
120.
by lumens 13y ago
Also, even if you're not interested in our service, another tip: Applying (in the traditional way) should be your last resort. A much better option is to try to establish an internal advocate at the company in question, and have them r

More ›