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by klenwell 2951 days ago
In addition, a summary of the hiring process.

The standard one-line HN Who's Hiring summary is also more informative than most the boilerplate crap I come across. Example:

> FormulaFolios | Full-Stack Rails Developer | Costa Mesa, CA | ONSITE Full-Time | $80k-100k

As a hiring manager, I've put a great deal of thought and effort not only in our job posting but in our whole process. It requires extra effort for sure, but having been on the other side of the process and suffered the many indignities of job hunting, I try to be spare our applicants from them as much as possible.

This means responding within 48 hours to any applications and notifying applicants when they've been rejected for consideration as soon as possible. These messages are all templated but I tailor them to each candidate.

Since I take some pride in our job postings, here's our most recent one:

https://stackoverflow.com/jobs/172538/full-stack-rails-devel...

(We're closing it soon so link will probably be dead by end of the week.)

1 comments

Do you see any benefits on the hiring side of things when you're more transparent?
Candidates seem to appreciate it. It saves everyone time when something like salary expectations are clearly out of alignment.

I've been using this approach for the last 2-3 years and I have found it to be successful (across 2 companies) and worth the extra effort. I haven't received any negative feedback about our process (which I don't take to mean there isn't any or the process is perfect) and I haven't regretted any of the hires we've made (probably around 12 in total). Even when I have to send out a rejection notice, I often get thanked by the candidate for it.

One other important point is that I've worked with management and my team to constantly refine and improve our process. Their buy-in is critical and I feel it needs to be an agile process just like our software development process.