Lastly, when a job application does use LinkedIn's auto-fill feature what are your experiences with it?
As an employer too, the pricing model is super.
I'm linking to it as a showcase of a "job board done right" rather than for actual job searching - that's how I understood OP's question.
For anesthesia providers. Simple, and to the point. Job searches are needlessly complicated and so many employers are extremely closed off in terms of revealing compensation and details of the work you'll be doing, which I find minimized on this site.
Not bad! However, I imagine there's robots gearing up for this type of job.
http://www.massdevice.com/johnson-johnson-bails-sedasys-auto...
Some of the listings there have ranges that are more useful/realistic than others, but I find having at least some indication of potential compensation for a position is infinitely better than not having any idea at all, and avoids so much potentially wasted time on both sides of the job search due to unrealistic expectations around compensation. This is especially important for startup jobs, which can vary wildly in compensation from one company to the next.
Their search and filtering tools are top notch too, as you can break down listings by just about any criteria you might think of, such as industry, tech stack, location, size/funding, role, and of course, compensation, for which they even have a dedicated tool [1].
Of course, money isn't everything, and if you're even considering working for a startup like I was, it's probably not your number 1 priority, but nevertheless it's still an important consideration that can pose as a potential deal-breaker for many candidates, especially when looking for jobs in big tech hubs that have higher than average cost of living.
Candidate matching services like TripleByte [2], Hired [3], underdog.io [4] and AngelList's recently introduced A-List [5] can also work well for the right candidates, though I've personally had mixed results with TripleByte and Hired, and haven't yet tried underdog.io or A-List, so YMMV.
The tools I listed are are mostly only useful if you're interested in working for a startup, and not so much if you're looking specifically to work for larger, established companies. But since this is HN, I suspect a non-negligible percentage of people who come across this thread will fall into the former group, so I hope some may find this post useful.
For what it's worth, my issue with the process I went through was the significant workload required for the take-home project I chose.
Some background: I semi-specialize in frontend work because I enjoy building great products and user experiences.
Out of the 4 take home projects you offered at the time, only 1 had anything remotely product-oriented: a _multiplayer_ snake game. The take-home projects were estimated to take at most 3 hours, which seemed about right for the other 3 project options, but definitely not for this one, which involved non-trivial frontend work and realtime networking in the backend, which seemed like more of a whole-weekend kind of deal at the very least. Nevertheless I chose this project because the other projects simply didn't interest me at all, and probably wouldn't have given me any opportunity to showcase any product chops because they didn't involve any non-trivial frontend work.
I was also interviewing outside of Triplebyte at the time, so I didn't have a whole weekend to burn on this project. In the end, I worked on it for the estimated 3 hours and had a decently working & polished frontend but couldn't finish the backend component, so that's what I went to the interview with and was rejected for not being able to finish.
In the end I think this was an issue of project selection/scope. I don't think 3 hours was a very honest estimate for the time commitment required for the project I chose, and any project that takes more than 3 hours feels like too much more time commitment than most would be willing to accept.
My personal recommendation for take-home project selection would be to offer the same project choices you'd offer candidates who take the real-time interview path, but simply expect more polish, better code quality, architecture and testing.
Though take that recommendation with a grain of salt, because you guys have probably put way more thought into this than I have. Nevertheless I'd love to hear how your project selection process has evolved since then.
Tangential: Glassdoor (in my case actually LoveMondays, a local copycat that Glassdoor bought) is very useful when deciding to accept an offer.
hh.ru - Russian Linkedin. Main difference - works 10 times as fast( while having a quadriple amount of lines in JS ), best UI of any "webapp" I've ever seen for both mobile and desktop versions.
moikrug.ru - used to be an amateur blogging website/semi-opensource project to which I contributed at around 2006-2007. Now after being resold and respun 10 times over, it has been turned into a job site as the only demographics there were software devs... They managed to best HH.ru at scaling down the UI even further. Currently, they run the best job board for tech talent in Russian speaking countries. They have very select clearing criteria for clients to minimize "spamcruiting," and other bad recruitment practices (thought they did bend over for the biggest players there like MS and Yandex.) That focus on working with right clients is what has been propelling them ahead of others.
I'm genuinely impressed. Do you know what is their technology stack?
Handwritten ES5 to big extend. They are very choosy on use of browser features and amount of fallbacks they bundle (no point of using polyfills if they work at 1/10th of native speed.) They carved out some of react core code for event handling, and use 3rd party remote JS debugging lib. Everything else was developed in house over the course of 20 years. Some of their front-end code featuring seemingly new approaches to handling JS, can easily be written over 10 years ago as they were one of web 2.0 pioneers.
On the backend side, they are a Java shop with immediate front-end interaction being partly handled by purpose built API servers on C++.
AngelList Jobs is also a place to find interesting positions (startup-centric ones in this case, as one might expect.)
For remote, remoteok.io seemed pretty good when I used it.
Product currently operates as a job matching platform that facilitates anonymous matching, weighted values towards desired workplace characteristics, and preferences towards different skills.
Let me know what you think!
You asked for it, remember.
It doesn't look in any way different from the pseudo-random sites generated here: http://tiffzhang.com/startup/
(but you miss the team pictures)
*Disclaimer, i'm a co-founder.
1. No remote-only search
2a. No salary range
2b. No search by salary range
3a. No equity range
3b. No search by equity range
4. No information about the company other than whatever they put in the job posting (funding is pretty important if you're branding yourself with "unicorn")
5. Giant gif from Silicon Valley on the pricing page but that might just be personal preference
And the code is open-source!
Also it's happening right now go and check it -> Ask HN: Who is hiring? (July 2017) https://news.ycombinator.com/item?id=14688684
Once in a while, a candidate will make a reply about their experience with an employer, but it feels kind of rude to butt in like that, and I'm sure it would be discouraged/changed if it became a legit trend.
Like other HN threads, it locks after two weeks, so trying to check back in toward the end of the month when some of the fervor has died down doesn't really work.
As a candidate, you have the intimidation of competing with other HN users, who are generally very smart, tough competitors. And if you mention coming from HN, the employer will naturally inquire about your HN username, and then if you occasionally express controversial or unpopular views, as any interesting and/or honest person would, you have to worry about whether those are going to impact the process, especially if they veer political or social.
I think HN is outgrowing these threads. It's not a small community anymore.
* Upfront Salaries * Talent treated with dignity * Companies/Talent held accountable for showing up to interviews
Also recommend https://dribbble.com/jobs for design jobs, and searching through profiles with the "Available for hire" filter.
I've also had descent results from the aggregator http://indeed.com
(Also, if anyone wants a quick job board for their community or company, we'd be glad to help them out, just reach out to the email in my profile).
To my mind, the biggest missing piece is fast-track approval/interview process. Protracted dances around candidacy just waste a ton of time and energy for everyone, candidates and employers, and they're very frustrating for candidates when the employer passes without substantial comment. We should just skip that whole shebang, generate some interest based on something real, send some IMs or async communication in some iterative approval process (the candidate will at least know what group of messages excluded their candidacy), in hopes that this minimizes friction and frustration for both parties.
AngelList is probably the closest thing to this, but its scope is narrow and it seems hard for good candidates to differentiate themselves from spammers or people without any legitimate background, meaning it's hard to pay attention.
I've had some luck with LinkedIn auto-fill (I got one FT job and I don't recall the interview rate). But not the best.
