Hiring engineers in the AI era can involve a non-binary approach, offering more flexibility in recruitment processes.
The post discusses engineering leadership, providing in-depth and actionable insights on topics like architecture, engineering efficiency, migrations, and developer productivity.
Access to the full article about Webflow's playbook for hiring engineers in the AI era requires a paid subscription.
Companies often send generic rejection emails to job candidates without offering detailed feedback, which frustrates engineers who are job hunting.
Legal risk is often cited as a reason for not providing feedback, but in reality, offering honest technical feedback can actually reduce legal risks by showcasing transparent evaluation based on skills.
Candidates may not always appreciate feedback, especially if it is not well-constructed. However, by making changes in how feedback is worded and emphasizing key areas, companies can turn feedback into a positive learning experience for candidates.
Startups thrive in chaos and rapid change, which can be exciting for those who enjoy a fast pace and quick growth.
Communicating effectively in a rapidly scaling startup requires balancing speed and quality, ensuring team-wide understanding and coordination.
Guiding culture during rapid growth involves hiring for cultural fit, seeking feedback from peers, and finding leadership support that empowers and believes in you.
DevRel's impact can be measured, but setting up measurement can be costly. Focus on project-level success metrics and 'north star' metrics like Developer NPS and retention through the funnel.
Hire DevRel when existing work like tech writing or evangelizing is becoming overwhelmed due to company scale. DevRel should adapt to the company's changing needs.
DevRel reporting structure varies: in a company with a developer tool, it may report to marketing; for non-core tech, product or engineering. Executive support and understanding the role are key.
New Wave venture firm achieved impressive results in just one year: 10 investments, 22M€ deployed, 6 rounds announced, and 265M€ raised by portfolio companies. Their IRR stands at 500% and TVPI at 3x.
New Wave focuses on seed deals and carefully selects companies on the critical path between Seed and Series A, emphasizing building strong equity stories with founders.
New Wave is looking to hire individuals with key attributes such as the ability to sift through data effectively, form and defend opinions thoughtfully, and cultivate strong relationships.
Empowering teams leads to fostering a culture of excellence by giving them real authority and accountability.
Effective measurement systems are crucial in building a culture of excellence, focusing on metrics that truly matter to the business.
Hiring, nurturing, and weeding out team members are strategic decisions that significantly impact an organization's future in cultivating a culture of excellence.
The shift from project-led to product-led culture is important for growth and longevity.
Structuring a product and tech organization around market segments and operational functions is crucial for a multi-sided marketplace like Shipt.
Emphasizing outcome-focused and metrics-driven problem-solving, and actively seeking and incorporating customer feedback are key priorities for Shipt's product organization.
Equal Ventures is hiring an Insurtech Associate to focus on research, investments, and supporting founders in the insurtech space.
Ideal candidates should have experience in consulting, equity research, or private equity, and a strong interest in startups and the venture ecosystem.
Applicants are required to submit responses to specific questions along with their LinkedIn profile/resume for consideration.
Assessing engineering talent should focus on real-world problem-solving skills rather than memorization or speed.
Conducting effective technical interviews involves being transparent about the process, asking questions that reflect the job's demands, and ensuring consistency among interviewers.
Show empathy during interviews, guide the candidate through the process, and provide timely feedback to create a positive candidate experience.
Great managers build trust by being vulnerable and prepared for 1:1s
Great managers give feedback that inspires change, sets clear expectations, and is specific
Great managers run effective meetings with clear outcomes and focus on decision-making, sharing information, providing feedback, generating ideas, and strengthening relationships
The programmer is available for hire at a special discounted rate of $10k per month as a full-time, remote contractor.
The programmer has expertise in systems programming, software performance & scalability optimization, and concurrency/multi-threading safety.
The programmer prefers projects involving Golang, Linux, backends, CLIs, high performance & massive scale, with a culture focused on productivity & happiness.
Efficient hiring involves building a pipeline and moving candidates through it with minimal effort. Creating a streamlined process like a Kanban-style project can help manage the hiring stages effectively.
From a candidate's perspective, simplifying the hiring process by highlighting only 3 key stages can make the process feel lightweight and easy to follow. A clear and concise hiring workflow can be a competitive advantage.
Utilizing different sourcing channels, such as LinkedIn, can be a valuable way to find candidate leads with low effort but high value. Building and leveraging a strong professional network can significantly impact the hiring process.
Good technical interviews should feel engaging and collaborative, allowing candidates to interact and showcase their problem-solving skills.
Bad interviews leave candidates feeling defeated and hurt a company's reputation, leading to longer hiring processes.
It's important for companies to understand the specific skills they are hiring for and use appropriate technical assessment methods to evaluate candidates accurately.