CTO here... great thread! Things are definitely taking longer even if the company really wants to and need to hire! But I agree with some of the comments below that for some positions you get a lot of inbounds thus hard to have enough time to review it all so screening for most relevant skillsets first and go from there. I'm certain 25% of the applicants can do the work but you'd want someone that has work on the tech stack already versus someone that hasn't. I have confidence they (or anyone) can learn it.
As for compensation differences, the total comp went crazy upwards the last 3 years thanks to the billions of dollars going into a few company that decides to pay 30-50% above market and everyone else need to keep up.
The downside is that the cost structure for many companies ended up to be too high to ever have a profitable company. It'd be great to get back to the early 2010s... where cash burn is the right level and equity is the upside versus startups are paying cash more than some very profitable companies.
We are actively looking and I read all my DMs on LinkedIn so please take a look here. https://boards.greenhouse.io/getbuilt if your actually have the tech experience we're looking for, send me a DM and I'll make sure you get a phone screen! But please look at the Guiding Principals as well to make sure your values align with it. Everyone company is different make sure it's a great fit from both sides.
Another thing that I do screen people out is too many short stints at companies. Unless your startup when under or some personal emergencies, I look for people that stay at least 3 years at a given company before switching. It takes at least 1 years to learn a domain and be proficient at it. Year 2 or 3 is where you're learning and implementing technologies with deep understanding. By this time you should be at the point to be promoted or get next equity grant. Sometimes it is worth the wait and sometime it's not so definitely understand if people changes company after 3 or 4 years.
The fact that you have guiding principals already puts you in the top bracket of the firms. Kudos!
I wouldn't disregard people with short stints, there is so much context out there. Obviously the higher salary hunters is a concern but I have 3x -> 1 year stints on my resume not because I am a terrible human being but others, layoffs, loosing visa, toxic boss, had to move countries due to family illness and all of them in the end ended on good terms. Just saying, give people a chance to explain.
I agree, there's a lot of context missing whenever a resume gets binned on something seemingly arbitrary, but when you're in a hiring position and you have 1000 resumes, its easy to just toss 900 of those out for arbitrary reasons before contacting the remaining 100.
Maybe there are very good reasons you left jobs after 1 year or less, but from the hiring manager's perspective, its not worth their time when there are 100 resumes to choose of people who never left a job in less than 2 years.
Don't worry though, this isn't the same high-pass filter everyone is applying, and your resume is likely to make it past filters elsewhere.
I understand the rationale here given the company stage/scale. I recently had a similar discussion with the hiring manager on the same topic where the conclusion is pretty much the same - focusing on minimising false positives, rather than keeping account for false negatives.
There is nothing wrong with this obviously, just statistically speaking you might still miss out on very good talent (not referring to myself by any means).
From my personal experience though, I wouldn't know if that was the reason why the CV was tossed, but once transitioned into the interview stage it was never the issue.
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As for compensation differences, the total comp went crazy upwards the last 3 years thanks to the billions of dollars going into a few company that decides to pay 30-50% above market and everyone else need to keep up.
The downside is that the cost structure for many companies ended up to be too high to ever have a profitable company. It'd be great to get back to the early 2010s... where cash burn is the right level and equity is the upside versus startups are paying cash more than some very profitable companies.
We are actively looking and I read all my DMs on LinkedIn so please take a look here. https://boards.greenhouse.io/getbuilt if your actually have the tech experience we're looking for, send me a DM and I'll make sure you get a phone screen! But please look at the Guiding Principals as well to make sure your values align with it. Everyone company is different make sure it's a great fit from both sides.
Another thing that I do screen people out is too many short stints at companies. Unless your startup when under or some personal emergencies, I look for people that stay at least 3 years at a given company before switching. It takes at least 1 years to learn a domain and be proficient at it. Year 2 or 3 is where you're learning and implementing technologies with deep understanding. By this time you should be at the point to be promoted or get next equity grant. Sometimes it is worth the wait and sometime it's not so definitely understand if people changes company after 3 or 4 years.