Provide what information you can (company, job title, post (if it's still alive)).
The previous company I worked at, I hired two people through who's hiring posts. We pretty much tried it out for about six months as we didn't have much luck through the more traditional channels our division's HR department used. So yes, there are real positions being filled through these posts.
That said, just because it's on Hacker News and this is an informal place doesn't mean you don't need to put at least a little effort into your application. I don't think I ever received that many emails in response to a job posting that didn't even contain one complete sentence to go with the resume. I seem to remember that I received multiple emails from candidates that contained fewer than five words. The best one was the one that just contained a random link (presumably to his/her resume, but I didn't need to click on a potential phishing link that badly), no words, nothing else...
The two people who ended up getting hired (one a very junior developer, the other one a mid-level developer) wrote informal cover emails that showed signs of intelligent life at the other end of the keyboard, much like you'd expect from someone trying to apply for a job :).
You might send out 20 resumes. As a hiring manager - especially when using a "no filter" approach like posting on here (keep in mind that IME people posting jobs on Hacker News are more likely doing "guerilla hiring" and circumvent their HR departments) - I easily get 100+ resumes, and I don't have days to spend trawling through them. I think it was rands of randsinrepose who mentioned before that the average time an HR person or a manager gets to spend on figuring out if a deeper dive is worth it is about 30s.
So I have to filter them by something. If you as an applicant - who would like at least an interview with me -can't even put in the effort to write in a few sentences that tell me why I should look at your resume, I somehow have to assume that you'll put in similar effort after I hire you. That's not a good first impression and IMHO it counts when you're dealing with a hiring manager as opposed to an HR department.
Keep in mind I'm not asking you to write a cover novel. Put yourself in my shoes and tell me which of the resumes you'd look at if you have only limited time:
1. The one that says
"My resume attached", or fewer words to that effect
2. The one that says
"Hey, I'm applying for your job opening because I love writing web apps in Ruby on Rails with a ClojureScript front end".
But assuming the cover letter doesn't matter is as much of a mistake as assuming industry experience, or years of experience, or having gone to a particular school doesn't matter.
a) different companies prioritize different things, even if the requirements list is the same.
b) small things can get your application silently rejected (or more often, delegated to a 'maybe we'll come back to them' virtual pile), because employers get dozens of applications (hundreds over multiple positions) and the cost of interviewing is high (and worth noting, much higher than your cost of writing a cover letter).
If you're a programmer and you're approaching problems this way, I most likely don't want to hire you. Strike a balance between automation and giving a personal touch where it's necessary.
As a hiring manager, I love a good cover letter.
So no, I don't see it the way you describe.
Weird way to look at it. I would think a company that would accept a one sentence cover letter would also accept a longer cover letter, but that the inverse wouldn't be true.
As such, wouldn't a classic job seeker always sell to the longer-letter requirement, since they are otherwise automatically disqualifying themselves from an unknown percentage of employers?
I realize that getting to this point takes time, and usually involves working in the same town for a good while. But when you can do it it's a nice way to get your resume on someone's desk for real consideration rather than, say, getting culled by a recruiter because you don't have the exact incantation they were told to look for.
I've never found that. In fact I've found just the opposite.
I've always tailored cover letters and CVs to highlight the points mentioned in the job description and why I can solve them, and I've always had a high rate of applications to interviews and then jobs.
It makes the job of the person sorting through CVs that much easier.
I've been on both sides of the table, and if you have 100+ CVs to go through, the short cover letter+CV that covers most of the issues raised in the job description will almost always make it to the short list for interviews.
Whenever I apply for a job, I always take the time to write a good cover letter. Why wouldn't you maximize your chances?
You're describing what worked for you. You don't know what works for other companies that are hiring.
You don't know the percentage of companies that look for the same things you do, the percentage that use an automated resume filter that simply ignores cover letters, the percentage that do something entirely weird and unexpected, the percentage that believe the cover letter is much less relevant than an active Github profile - and so on.
I wish employers would stop making this basic mistake. If you want a cover email, ask for one. Don't assume that you have an industry-standard application process (you don't - no one does), that applicants who don't match your unspoken requirements are bad (they may or may not be - you have no more information than anyone else does), that your special hiring process quirk gives you a deeper insight into applicant quality than any of the tens of other possible hiring quirks (it doesn't), or that your company is special enough to ignore all of the above (it isn't.)
If you want to articulate that you're looking for personalities with enhanced conscientiousness as an explicit hiring goal, that's one thing, especially if you're willing to trade off other qualities in the Big Five.
But randomly picking an action and assuming it gives you hire/fire information with no further context doesn't seem usefully rigorous.
Most companies around these parts use similar services for resume intake, and those that don't seem to use email.
For the former, I haven't seen a resume handling service that doesn't have a "Cover Letter" text field, so if we can stipulate that those are common enough, why would an applicant leave it blank?
For the email case, it's a bit cold and impersonal to send an email with a resume attachment or URL with only whatever few words are necessary to keep your email client from popping up a warning questioning whether you really want to send an empty email.
I am fine with any requirements for the interview process as long as they are clearly defined.
On the applying side, I choose only 5 companies last time and wrote very strong cover letters. Got a call from all of them. HUGE time saver when job searching, be picky with who you apply to and craft a good cover letter.
Thus, if I just put up a code/app demo site I am not matching up to what I should be solving for the startup, that is app and in-app conversions. Thus, in my case I have buckled down in some 100 hour weeks to produce some UX app demos that are somewhat lite full apps that show how I would solve the app and in-app conversions issues through UX design.
Once I have the intro conversation established with that I can than point out that its actual working code and talk about the code architecture.
So at the end of Nov when I post the UX demos of videos,screenshots,etc I know that I will see a huge upswing in both visits to my stuff and some full qualified leads opposed to my meager non-effective approach that I tried in previous months.
The folks that I did hear back from were great, though. Nothing ever actually worked out in my case, though.
Even though I've been in this industry awhile, the _luxury_ of being sought after in the job market still shocks me. Every time a recruiter reaches out to me on LinkedIn, even when they're clearly spamming, it is still mind-blowing. Every time I get a casual job offer from friends or acquaintances who are hiring on their teams, I'm flabbergasted.
Back in the day, I would've been thrilled to hear even a "thanks but no thanks."
It says a lot for the professionalism of a company when they can't even auto-respond a receipt, although a personal rejection would always be nice - if you can't be bothered to say you're not interested, why should I be bothered to apply ?
Point is it's nothing personal. If you're not getting replies, try to stand out more. Don't just send a resume, send a GitHub link to a project that's relevant to the company.
I get a dozen resumes a day (not joking), so give me a reason to not hit "Archive" immediately.
I get that they're trying to be different and evaluate candidates on metrics other than just resume, but to send that kind of thing in (which takes a week of effort outside of your real job) and receive no acknowledgement or response to a follow up a couple weeks later is lame.
The recruiter knew my inexperience with the technology but have it as "a challenge to observe my performance in an unfamiliar setting."
It made that rejection much worse. Particularly when I had my code judged for a framework I'd only used for a week.
To your second point, they are probably fishing for good devs that will work for lower than market rate. They don't actually have a job but are hoping to find a unicorn.
Perhaps H1B fraud? There's a local company just a mile from my house that's been advertising the same $50K CCIE position for near fifteen years now.
I have been watching these for months now - for a long time just out of curiosity and recently because I'm starting to look for a new job.
My own experience is that a single digit percentage of these jobs actually sound like there might be people who can interview for those if one had to check all tick marks on the skills and experience requirements faithfully!
This to me is baffling and discouraging as I typically don't want to bother with jobs I can't check all boxes for even though I am fairly confident I could easily do those jobs!
Anyone who was hired - can you comment on the delta between what the job posting asked for and what you actually had along with how closely what you actually did matched with what was asked for?
Avoid the confidence gap; you do not have to match all the listed requirements exactly to apply.
For the ones I did get interviews with recently, I generally met about 80% of their requirements and maybe one or two of their reach requirements.
Sounds like a good thing to try out - I suspect I didn't try that out until now because I avoid going out of the way to convince people in person - One more thing to work on! :)
This has been my experience as well. It seems every job is for a Senior with 5 years of experience in 10 specific technologies.
What happened to the days of on-the-job training? Or was that ever a thing in the IT realm?
Company 1 wanted me for a remote position, but wanted to pay me about half my market rate. This is a casualty of the salary dance -- everyone is so busy hiding their numbers that sometimes you get too far into the process before you realize there's no way to make the numbers line up. If they'd listed a salary range on the original post, or I'd given a salary range in the initial contact, it would have saved everyone time.
Company 2 brought me in for an interview, then went silent for a month, then re-contacted me to resume the process after I'd already taken another job. They're a small security startup, and were really busy due to a security emergency that flared up while I was interviewing, and I slipped through the cracks. Understandable in that case, I guess, but good engineers are rarely on the job market for long, and if you're not able to focus, you will have a hard time hiring them. (Unforgivable in a larger company that has full-time recruiters and HR people, which doesn't mean it doesn't happen all the time.)
Is it possible to get anywhere close to a Silicon Valley salary on a remote position?
I also have a "no salary negotiation" rule since I do a lot of negotiating, while most people don't. If I'm hiring two Scala developers, why should one get paid more because they possess better negotiating skills when what I actually need from both of them is good Scala programming skills?
(Not hiring at the moment -- at new company none of us are drawing any pay yet).
In this case, it wasn't that the company wanted to pay me less for the same job because I was remote, rather than in SF. (Though some companies do that.) It was that they only allow remote work for a few positions, which happen to be lower-paying. They want to keep "core engineering" local, for communication or whatever. I can't really argue with that -- it's their company and they can run it how they want. But I'm sure not moving to SF and doubling my cost of living for a job that pays largely in lottery tickets.
Based in London.
For example, on yesterday's Who's Hiring I saw a London advert for a full stack dev with 4-5 years experience for £38k-£44k[1].
That's a very low salary for London.
The ones around £40k are not even trying to recruit.
Currently, I see about 30 HN applicants per month. We interview roughly 30%. The rest are unqualified, demonstrated no understanding of or interest in what we do, and/or were spamming their resume.
These get interviews:
* Strong candidates who did their homework (this is always the best)
* Strong candidates with minimal or lightly tailored emails
* Borderline candidates who did their homework
* Borderline candidates who did no homework
* Unqualified candidates
* Candidates who send blatantly templated emails
* Candidates who apply via "email blasts" (e.g., BCC all recipients; send via an email campaign tool)
This part always makes me laugh. The only possible true answer is usually "to get a job", and not much more. The applicant generally does not and cannot know about the company, nor about the job at that point.
The only info about the company is some bullshit in the job posting; and on the company website, some info intended for clients, i.e. in advertising format, and a bit more of the same bullshit in the company description.
The job is just described through technical requirements and a list of tasks. Tasks that you may or may not have to perform on a regular basis, you don't know. You cannot know which task will represent 90% of your work, and which one will in fact never show up, because it was there "in case", or to attract answers.
There are so many different domains in computing that you generally don't know beforehand which will really interest you; and you often have no idea of what the specific domain in which the company works even is a thing. Anyway you could work the same way on the same satisfying job in various domains and trades, whatever these are.
So, why this specific company? Because I need a job, this offer seems to fit me, I seem to fit it, the purpose of the job does not make me sick and the location is OK for me, the rest remains to be discovered. During the interview process, for example. But why this specific company, I cannot answer, for I don't care what its name is, and yet I have studied it more than most applicants who will write how much they'd love to work in company XXX to design YYY.
Of course, people have different personal situations that might result in them ending up at a job that's not in one of their particular areas of interest, but it's overly dismissive to say "the only possible true answer is to get a job", when in fact many candidates could get jobs at tens or hundreds of companies and are very selective about where they end up. We recently hired a candidate who took a sizable pay cut to work with us. I'm sure he could've gotten a meaningfully higher offer to work elsewhere, but ultimately he actually just believed in the long term value of what we were building, and that's valuable for both parties.
It is true that some people don't really care at all, but that actually seems to be the minority in my experience. I've had candidates answer me in the past with "to be honest, I saw a job listing and applied" when I asked them why they want to work at our company. I appreciated their directness, but ultimately if that's how they feel, it probably wouldn't be a good fit for either of us.
When I read your writing and you say things like
the purpose of the job does not make me sick
I was searching for "scala" and they had the word "scalable" :-)
I search "scala" and get excited when I see 20 or so hits, but almost all of them are "scalable"
You wouldn't have found your current job if you used it.
On this - I was one of those hired by iRobot from one of these threads, and this was the guy who I first spoke to about the job!
Also, y'all better be nice to my first-cousin-one-removed-in-law.
I'm sorry that we didn't get back to you, though - I saw that I replied to you when you asked about your status, but our HR people should have closed the loop with you too. That's our bad; my apologies!
I think we've gotten a lot better at recruiting communication in the last couple of years, both for "yes" and "no" situations. Of course that doesn't help you from a while ago, but hopefully it's better for more recent candidates.
A few local companies reached out, and I interviewed with one or two, but for whatever reason neither ended up working out. At that point I wrote it off and went on with life.
Two months after the post someone from RethinkDB reached out explicitly mentioning it. It later turned out he had gone back through all the posts. After two phone interviews they flew me in, had a the hardest interview in my life to date, but ended up with an offer which I happily accepted.
The rest is history as they say. I had a great time at RethinkDB until about two months ago when we unfortunately had to shut down.
I will say it's pretty rare, but when searching for a very particular skill set "Who wants to be hired" can totally work for finding new to mid-level devs.
I reached out to them, alongside a number of other startups that were interested in remote workers or had an office in Copenhagen (my SO and I wanted to move there from southern France). I got to the final stages of interviewing with a handful of companies before choosing Realm.
I initially applied for an engineer position on their C++ backend database, but was offered a team lead position. I'm currently leading the Realm Object Server team in Copenhagen.
We're always looking for great people around the globe, either remote, or through relocation packages.
(I really appreciate the effort Realm has put into supporting the development community by hosting conference videos; you're definitely creating a lot of goodwill that way.)
Apologies if I created any confusion by claiming something without fact-checking first.
The one that consisted solely of multiple rounds of phone/Skype interviews went on over the course of a few months and had positive feedback each time. Very recently one of the cofounders emailed me and said they have decided that they aren't going to hire for this role at all. So it was interesting to see this company advertising the same position yesterday. The cofounder emailed me a week ago.
The two interviews I had that progressed from multiple phone/Skype interviews to actual on site interviews were very similar. I felt that the onsite went very well and the feedback that I got from the recruiters was that "everyone really liked me" and "thought it was a good fit" and "how did I feel about it. In each of those I had mutual positive feedback and said I was interested in moving forward.
What followed in both of these was unprofessional and disrespectful behavior. Recruiters responded with "Great, you will hear back from me by the end of the day" and we talked salary and relocation issues. And then days and weeks would go by with radio silence. Needless to say this puts the candidate in a really awkward position. Feeling that enough time had significantly passed I reached out to the recruiters and new assurances would come about they are waiting on something and they would be getting back in touch asap, by the end of the day or latest tomorrow etc. Then the dithering and silence would be being anew.
All three of these companies had postings yesterday for the exact same positions. In fact all three perennially post these same positions on the "Who's Hiring" threads.
Anyway, thanks for letting me share.
- One said they decided to merge their two listings and I wasn't qualified for the new joint role.
- One asked me to do a small programming challenge, but afterward indicated they were pursuing a local applicant (they had said upfront relocation would be covered).
- One invited me for an on-site interview weeks later, but I had already taken my current job (found through Craigslist).
I'm not upset at all for the behavior of the companies that did respond. Even if they were working the market, from my perspective they were very respectful.
I am very pissed at the non-acknowledgements and it makes me more and more likely to start sending shotgun emails. (I definitely have crafted my cover letters carefully and researched the companies up til this point.) At the very least, I'm going to start being more extreme and aggressive in my prose, and skip traditional fluff.
That said, I adore my current job, so I don't expect to be leaving anytime soon. :)
Some numbers of reasons that I felt I didn't get through the hiring process at the positions I applied for:
* Company changed their mind hiring for the position - 3 cases
* Didn't get through due to insufficient experience - 2 cases
* Didn't get through due to for poor performance on the hiring test - 3 cases
* No response received - 1 case
These numbers are a bit flaky since in the end it's a combination of factors that results in a yes/no decision. But I tried to roughly divide them into what I felt was the main "deciding factor" of the interview process.
For background, I'm a backend / "full stack" developer with 5 years experience (Most of the places that I got filtered out for experience reasons were because I didn't have enough of Brand X, etc)
Apart from that it was a really pleasant experience and handling the emails was an interesting break from what I usually do.
Not everything is about liking the candidate. You don't have to like them for them to do a good job, because if you don't hire the ones with high salary requirements, you end up with no one.
Even though the emails had lower response rates, they work much better in my experience. You get to talk to someone (usually an engineer or manager, sometimes a founder or exec) at the company.
Wish you the best!
Saw the company go from 6 people to 120 people. Incredible ride!
I don't browse them anymore, there is no way there is anything better for me out there right now.
Some of our more recent engineers have come via the monthly thread too.
First time: Sqor Sports (~50 person startup), I was an entry level 'Platform Engineer.' Sent an email with my resume, got on a Skype call with the CTO, talked about some code on my Github. Then went in for an in person interview, talked to him, VP of Engineering, and the head of DevOps who would eventually be my boss. Only technical questions were about linked lists. Learned a lot, made friends and connections over the 7 months I was there. Then the company had a huge round of layoffs which I survived, but knew the company was going downhill, so I started looking again.
The first of the month came around, and a couple days later I got a response from another email I sent via a 'Who's Hiring' HN post, a company by the name of Distribute (~20 person startup). Showed the CTO some of my code on Github again, then met in person, did a very quick, to the point interview. Was asked to implement DFS in python, took 5 minutes. Talked a bit about Python modules and unit testing and in about half an hour I had a job offer as a Python Engineer, with a salary 1.5x the previous company. The entire process from my first email to the offer took less than a day. Gave my two weeks and I've been working there ever since.
The company's mission was exactly what I was looking for -- a chance to do good in the world with technology. I reached out via email, got a prompt response, and have been here since.
We are still alive, still trying to lift people out of energy poverty, and still hiring. Our entry in the most recent thread:
I currently work as a full-time remote software developer for Rackspace's OnMetal product (https://www.rackspace.com/cloud/servers/onmetal), which can be succinctly described as a bare-metal cloud.
It's been an enjoyable position in many dimensions: interesting work, open-source focused development, a large degree of autonomy and flexibility, and highly competent teammates.
I believe the main reason I got a phone interview was due to the email I wrote in response to that post. It described my most recent professional experience in terms of how it challenged me to grow as a software developer, an overview of how it worked and what technologies I used to build it, and what value that work ultimately provided. That modicum of effort was well-rewarded.
Actually getting hired also depended on doing fairly well during the subsequent interview process, but that process wouldn't have happened without standing out somehow in that initial interaction.
tl;dr: Write a good cover letter!
It stuck out to me because my hiring manager put his email in the post. Since I would be talking to an actual person rather than applying into a black hole, I decided to send an email asking for more details.
A few months and several remote interviews later, I got an offer.
I can't find the actual post anymore though.
They posted in the last Who's Hiring and it was similar to the one I replied to.
I've even tried doing a "who's hiring" post myself, but it didn't produce strong candidates.
I submitted a thread yesterday about doing reviews for who's hiring companies but it seems like it was deleted or I didn't submit it correctly. I think there should definitely be more open dialog directly related to these companies posting.
I have had a lot of luck getting interviews through this process and I'm currently writing a blog post on how I approached it and tried to game my way in almost to interviews.
After reading the post by TheMog about the emails they received I can see now why putting in a little effort goes a long way for this.
I was hired recently as a product designer, and my understanding is that the CTO saw me in a thread and passed me on to the design team. Overall, a great experience, because I was talking to real people from the jump, rather than going through a recruiter/web form layer in the beginning.
I've gotten many other inquiries from similar postings, but few were of interest. In general though, the answer to the question "do people respond to the postings" is a strong yes.
---
The freelancing section is a different story. I've only gotten one serious lead ever from that, and he dropped off shortly after in search of cheaper labor. So it goes.
I am a recent grad and I was looking for a job since May to Sept. I applied to a lot of places from the HN Who's hiring threads.
I thought I'd post my stats below:
Remote: I applied to around 25 of these posts - I got only ~3 replies.
* Coinbase: Had a hacker rank challenge that didn't work seem to work (and was disqualified)
* Hola Networks: Extremely slow & async (took almost a month)
- Google Docs code test (2 questions - was not allowed to use an external editor or compile my code) and the contact refused to talk to me before I had complete this challenge.
I must have applied to over 50 companies posted in that timeframe. A few rejected at first reply (needed more experience although the posting itself didn't mention how much experience was needed), a few didn't bother replying and finally of those who did reply (~10):
* 1st interview stage: went to about 5 companies (rejected for culture fit, not enough experience, didn't do well at the white board [0]). Others made me use hacker rank or other similar tools.
* 2nd Stage: white boards (most went well apart from [0]). One hired an internal referral (and rejected me).
* 3rd Stage: Rejected because they had better candidates. One offered me a Job Offer (but not in my field at all - it was a call center support role - they why even interview my coding skills? :/)
Notes:
Overall, while I didn't have a lot of success at HN Who's hiring, the quality of interviews was much much better than from other places I had applied. If I were looking for a job again, I'd definitely use it as a source of Jobs.
[0] - It was at an American car manufacturer: First stage: phone call with coding questions over the phone (and verified against answers his paper) and 2nd stage: in person, they kept asking me THE EXACT DEFINITIONS of various stuff in Java (I explained what they were, and what they did but they were not the exact definition as in Wikipedia - WHICH THEY WERE VIEWING AS THEY WERE INTERVIEWING ME)
Robinhood.io (it was 3-4 years back). Got a coding challenge on HackerRank. I did horribly and obviously did not make progress.
Intel's position was in Portland, OR. I am in Bay Area. I inquired about working from Bay Area offices. The position required me to be onsite.
Can't recall 3rd company. Email communications only and figured it doesn't work for us.
So, I had 100% success in terms of responses, by far best acknowledgement rate.
https://news.ycombinator.com/item?id=5971762
The company shut down in '14. A few former Moveliners and I co-founded Crater in early '15 (https://crater.co).
I'd bet that freelancers (or people hiring freelancers) are way more successful than people looking for full-time jobs, because the process of hiring an employee usually involves a lot more people than just one "normal person" typing up a comment on HN - a handful of people will work together with budgeting, interviewing, salary discussions, HR, etc to get a person hired as opposed to a freelancer who can be hired by just one person who says "sounds good, here's the project, let's get started."
The post in question: https://news.ycombinator.com/item?id=2431094
If I can make a recommendation, go for the companies that supply personal email addresses. If they don't supply them, go find them.
But I did get flown to the US (from Australia) for an interview.
It was for a DevRel position at a (quite successful) YC company. I've never done DevRel, but I did have a background in the field. Almost my communications was with the CTO.
Now there are probably 1k+ posts in those threads so I'm guessing that feeling is gone, but I still recommend it to friends that are looking.
I had a very good phone interview and then an interesting set of coding questions with Silicon Valley Bank. Unfortunately, before we could meet in person and possibly have an offer - I got an offer from a startup I really liked but they wanted me to respond within the next few days. Given that my start date was less than three weeks out, I accepted the offer and had to quit the process but nonetheless it was quite a positive experience.
Despite obvious reasons like lack of corresponding skills or lack of intention on the job poster's side this can have a lot of other reasons, though. Finding a good match and having the right ressources, department green lights, etc ready just at the time when you want to hire is also tough. Lots of things can go wrong. Hope you keep up trying!
We've hired front-end, data engineers, and eng lead roles. A bunch of full stack engineers are in the pipeline.
I personally respond to every candidate that reaches out (scott.shumaker at credit karma dot com), so that helps ensure they don't get lost in our HR pipeline.
And.. I'm still working there a year and a half later with no intention of leaving any time soon! The people are great and things are going quite well.
First I was hired for a mid-level mostly-remote web dev position at Moveline and stayed there roughly a year until the company folded.
My current job at Socrata, where I've been quite happy for the past 18 months, also came via a monthly HN jobs thread; it has been mostly doing frontend web dev (but with enough variety).
If I find myself in need of employment again, I will undoubtedly turn to the jobs thread again.
Very nice people indeed. Projects varied in topics and difficulty. From editing HTML pages to managing RC Robots via internet and gathering/analyzing data from huge databases.
Not sure if they want me to share more info. But I'm thankful to this monthly post for it. It was a nice gig.
This was the post: https://news.ycombinator.com/item?id=7830111.
The developer was remote - we did a couple of phone screens and sent a contract over within a week or two. I still work with him and he's one of the best engineers I know.
I believe I got a lot more responses when applying through HN than I did elsewhere. My experience has been very good.
If the VISA does not work... square one and I guess remote work again.
I really wish every candidate had a one page lander that let me evaluate without clicking so many links.
SRE, not going to post the name of the company but its a distributed org and former YC alumni company. It's only been a few months but I am very happy there so far, and the process that resulted from reading their post here was one of the more enjoyable interviewing experiences I've had.
Maybe 1 in 5 stopped replying before we could have a serious talk.
We're still hiring like crazy :).
Oh, and we're still hiring! Happy to help if you have questions, or want to be referred. All positions are in London, UK.
1) recruiters get a lot of applications.
2) it's risky providing feedback. "Unlikely to be a team fit" could lead to discrimination claims.
I have hired one person through who's hiring. Terrific results.
I'm a front-end engineer.