lumens

16 ms·

121.
by lumens 13y ago
Solid advice here. I'm going to address numbers 2, 6 and 7 with an alternative: A really good recruiter can help with all of these things, except 'really good recruiter' seems like an oxymoron 99% of the time. I'm a form
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by lumens 13y ago
Seconded on number 3. Interviewers feel that you are more engaged and interested in the opportunity at hand if you're asking questions. Having a few 'set' ones, like ?culture, in your back pocket is good in case you get flumm
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by lumens 13y ago
Unfortunately, the vast majority of HR departments (even the 'best') aren't doing this at all. My company, Mighty Spring ( https://www.mightyspring.com ), is doing exactly this on a larger scale: we're a mark
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by lumens 13y ago
The bigger issue is not that the dilution from the option pool creation happens at that early stage (rather than JIT), it's that VC's require the creation, and therefore dilution, to happen pre-money. Because of this, the founders
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by lumens 13y ago
Yes, the URLs were long and unruly to the blog posts, and my natural reaction is to de-clutter. With the down votes, however, sufficient negative feedback has been received to alter this behavior :) That said, it's too late to edit the
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by lumens 13y ago
Noted, thanks.
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by lumens 13y ago
The main problem with LinkedIn, especially for the HN crowd, is that it’s essentially just go-go-gadget arm for recruiters, who themselves represent a very broken system ( http://bit.ly/14gMFnB ). Modern recruiting is a horri
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by lumens 13y ago
Seems like a number of comments are missing the good here. A quick summary of my takeaways: - Ability to leverage talent to speedy outcomes is the competitive advantage of startups. Lean heavily on this. - Startups habitually underestimat
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by lumens 13y ago
Signing bonuses are fairly common. It's not a number that is well-arrived at by picking at random. The figure should be based on a calculated value exchange: ie,"I'm not fully vested at my current company, and will be giving up $5k worth of
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by lumens 13y ago
Definitely relative -- this is a reference to 'most software devs reading this article'. That being said, once you reach a compensation level that lets you cover your expenses, it's wise to start thinking in these terms, even when the relat
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by lumens 13y ago
There is definitely good advice here, but a word of caution: Don't miss the forest for the trees. I've spent a lot of time helping people negotiate job offers. The predominant theme is that offers will vary a bit, and some negotiation may b
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by lumens 13y ago
HireArt's approach is an interesting one, but culling through 500 video interviews by hand is time intensive for the reviewer and the 499 candidates who don't get the job. We're working on these problems at Mighty Spring ( https://www.might
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How to Properly Conduct an Interview(blog.mightyspring.com)
7 points by lumens 13y ago|0 comments
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by lumens 13y ago
We're on it - thanks berberous
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by lumens 13y ago
We're live monitoring signups :) Also, you should feel free to email me: lumen [at] mightyspring -dot- com
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by lumens 13y ago
We're solving these exact problems by developing Mighty Spring ( https://www.mightyspring.com ). LinkedIn has always been a good professional networking tool. But because it's a professional networking tool, exploring new opportunities is r
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by lumens 13y ago
Hey, thanks for the feedback on our copy! I agree, your edits are more clear. I'll work them into an upcoming release.
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by lumens 13y ago
Recruiters say a lot of shit. Some of it is borne from ignorance (limited technical knowledge), some from mis-aligned incentives (contingency placement structures, especially when contracts vary between clients, are terrible for aligning in
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by lumens 13y ago
Be biased towards action and interpret 'failure' as education and opportunity. At 15, you can explore a number of avenues that you consider 'dreams'. Spend 2-year blocks of time focused on an outcome, and then 'pivot' after two years if you
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Every Job Description You've Ever Written Sucks(blog.mightyspring.com)
2 points by lumens 13y ago|0 comments
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by lumens 14y ago
We're building Mighty Spring ( https://www.mightyspring.com ) to solve the exact problem you're having: "How can I make sure that I'm not missing out on better opportunities?". We call it 'Passive Opportunity Awareness' and it's the core of
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Recruiting Contract Pitfalls(blog.mightyspring.com)
2 points by lumens 14y ago|0 comments
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Our approach to a killer on-boarding experience(blog.mightyspring.com)
1 points by lumens 14y ago|0 comments
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by lumens 14y ago
Looking at this problem through the lens of engineering is obvious for most HN readers, but it's an issue everyone faces. It's very hard to understand what opportunities exist for YOU specifically in the employment market. Seeking out poten
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by lumens 14y ago
I've played this game-- truly unique experience! Great work.