Wellfound

@amitm I am interested in seeing this in action! Great concept.

@amitm congrats on this. What is in it for us as jobseekers

@sumit_rana7 Hey Sumit! For job-seekers, we're hoping more companies will discover you while sourcing. But we also have new job seeker products coming!

@david_schwartz9 Shoot me a note at amit@angel.co and I'll get you setup!

@rrhoover Thanks, Ryan! Our Auto-Pilot product (https://cloud.wellfound.com/auto...) is actually an AI Sourcer that you can hire! (with expert recruiters in the loop) Beyond that, I think there are smarter people than me working on it 🙃

@amitm haha, when can I hire an AI investor to take my job?

@rrhoover probably should ask our friends at @angellist

@inevolin Thanks Ilya. We think it can help indirectly if startups can find more aligned candidates, but it's not the main focus. I agree with you completely about long processes hurting the hiring experience. The best companies on our platform can go from initial call to offer in a week. They tend to have way more success than the ones that take longer. One of the key advantages startups have over larger companies is speed and I wish more of them took advantage of that in hiring.

@amitm definitely, there's a lot of progress to be made here and I believe AI can help enhance the hiring experience and quality. Even though startups typically have the advantage of speed, I see the opposite. Most large companies I interview with (Fortune 500s) have 2 or 3 stages, no trial periods or take-home tests. The Startup scene has become a joke post-covid.

@inevolin Agree there is a role for AI to play and we've seen some cool things from companies like metaview.ai. In my opinion, though, the speed problem is human: 1. Large companies have recruiting machines that have gone through hundreds / thousands of candidates. They can just have some consistency that startups just don't have. 2. Companies generally, but startups specifically, don't really know what they want. Or they are not aligned internally. 3. Startups, especially the smallest ones, are really afraid about making a bad hire. Since they are small, they are worried about how much impact that bad fit hire could make on their team. 4. Often times, interviewers / hiring managers at startups have not had the same amount of training in recruiting as ones at larger companies. In my opinion, the best in class process here is: 1. Crisply define what you expect the new hire to do and align with the team on that 2. Define the interview loop before hand with a clear rubric and train the interviewers on it. The interviews should give you insight into the candidates ability to do what you want them to do. 3. Target to go from first phone screen to offer in 1-2 weeks. 4. Have a single decision maker that makes the hire / no hire call with the interview panel providing input on the decision. It's best if this is the hiring manager because they have skin in the game.