[79d697i6fdif]

We made a big deal of making candidates feel wanted, but not necessarily congratulatory. Same goal of raising the mental value of an offer but a different way. I get what you're saying, something perceived as difficult to get usually has a higher value placed on it. However, I disagree that this helps in a (pre-funding) startup :). The "we only hire the best" moniker has been beaten to death by silicon valley and people that have worked at startups before know this just isn't true. Candidates know that getting an offer from google etc.. is a big deal. If you try to sell them hard on your value they'll either think you're a bunch of used car salesmen or delusional.

Our approach is to meticulously research anyone we're serious about and bring these things up during their interview. In my own interview experience it's extremely rare for someone to take any interest in your personal projects and achievements, or even in your "story". We lived in the same state? You came from a place I'de like to visit? We both know some obscure language? Worked at the same company? Interesting/crazy projects on github? I'll star you. The end goal is to make it hard to say no, and making as much of a personal connection as possible has worked wonders for us. Make sure not to go too far and lie... if you can't find anything that interests you about a candidate why consider them in the first place?

Whenever I've been looking for a job a quick turnaround is a sign of competence. These guys are on top of their game type thing, as in they know I'm good and want to hire me right away. I just don't see waiting being a positive especially in a startup when you're supposed to be doing everything fast and efficently.

It's me btw, can't remember my throwaway pw :).