[TheGamerUncle]

I would like to assume that I am a good candidate I usually get calls back from even LinkedIn posts or even indeed, but after well applying to more than two hundred offerings on the who is hiring posts in this place, and only having had been called twice. I can assure you that the ones here usually are not hiring and at best just want a rooster of possible replacements for their current employees. Most notable offender is mixrank, I know more than twenty people that have applied to no avail, even people with more than 22 years of experience and very fancy titles.

[heurist]

Not a YC startup, but jobs I've posted recently had over a thousand applicants in the first few weeks. I post multiple places, including HN. There's a huge culling process to find the 20-30 most applicable candidates, then to narrow down from there to the 1-2 that fit best.

The best way to stand out (for me) is a real application not written with AI. Everyone uses AI now and it all sounds the same. Express your honest enthusiasm for joining the company/mission in the cover letter (maybe 20% of applicants submit a cover letter, and a smaller fraction of that was written by real people, and smaller fraction of that gives authentic enthusiastic vibes). Use your real voice in your writing. I give the AI applicants a chance if their resume makes sense, but it's a minefield.

[jagged-chisel]

> Express your honest enthusiasm for joining the company/mission in the cover letter…

I just can’t muster honest enthusiasm for all the companies/missions to which I must apply to get even a call from their internal recruiter. I have enthusiasm for creating viable, efficient, maintainable software. I can adapt those skills to the mission du jour. But apparently, that’s not sufficient - if it were, my 30yrs of experience would get me hired.

If, by chance, a company or mission are reprehensible to me, I just won’t apply. If I’ve applied, I’m certainly willing to apply my skills to your project.

[heurist]

I'm in a mission driven organization so I pay more attention to that than other companies might. Regardless, a little authenticity and enthusiasm can go a long way. The bar is low.

[muzani]

Drop a link if it's still open. Mission driven orgs sound fun.

[fallingknife]

Be warned that "mission driven" often means above market workload for below market pay.

[muzani]

That's a given. Many tech jobs still pay well enough to have a luxurious life. Some jobs pay more because they have to. The biggest nightmare for me would be seeing 7 years go by and accomplishing nothing.

[XCSme]

When we do our job, we very rarely interact directly with the "mission".

We are coders, if we like the project/technology and the team is fun, of course we will be happy to do our job well.

On the other hand, what does the mission matter if you are unqualified and can't solve the problems at hand.

Yes, a good mission is always a plus, but most capable coders code because the problem/implementation is interesting. They won't magically code better if the code is intended to be used for some Earth-saving purpose.

[scarface_74]

> When we do our job, we very rarely interact directly with the "mission".

And this is the problem, if I am hiring for a startup or in my case green field initiatives, I don’t need just “coders”. I need people who understand the business and can give prescriptive insights and deal with the ambiguity that comes with any green field initiative. If you are just a coder, how do you plan to stand out from the literally 1000s of applications that every company gets?

[XCSme]

You can still stand out by being an outstanding coder and good person/communicator.

In my experience, companies tend to avoid people that know or pretend to know too much about the company/vision. I'm not sure why that is, but likely because they want someone for a specific role, not a generalist. They want someone who will be happy doing their job, not have their focus spread across disciplines. In the (really incipient) start-up environment it's good to have generalists, but such jobs are kind of rare.

Plus, when it comes to mission, people can just say what the company wants to hear, a lot easier to fake interest than the coding and communication skills.

[scarface_74]

> You can still stand out by being an outstanding coder and good person/communicator.

There are tens of thousands of “outstanding coders” and even if you are one of the best, how do you communicate that through a resume to stand out from the crowd? Honestly, most companies don’t need great coders.

Historically I haven’t cared about the mission of the company except when I was working for a company that sent nurses to the homes of special needs kids and when I was consulting for state and local government during COVID.

But, what triggered me is the thought “I just care about coding and not the actual business value of what I’m doing

[themanmaran]

Agreed on the "no AI messaging". And keep it incredibly short. Like 140 characters short. The messages that stand out look a lot more like tweets than they do cover letters.

AI messages are always 500 words of rehashing the JD, so your goal is to not look like that.

[drillsteps5]

Just an FYI: every single career/job search coach I've worked with or read advises either to use a generic cover letter (basically referring the reader to the resume) or to skip it entirely.

RE: "the enthusiasm" part, you obviously decide who you hire as a hiring manager, but you might be overlooking a LOT of qualified candidates if you're looking for "enthusiasm" on the resume...

[aimazon]

Some companies are just very selective, i.e: they're hiring the right people not the best candidate. Most of us get jobs because companies need to fill a role and we're the best candidate of a bad bunch... most of us (whether we have 22 years and a fancy title or not) would not get a job at a company that hires carefully because we're probably not a good fit for their very niche view of what a good hire is.

[ninininino]

I agree and there's nothing that disincentivizes companies from "over-soliciting applications". Having 100000 applicants vs 100 has no downside other than: 1) you need to literally post your application URL more places. 2) you might not get through skimming or auto-screening / OCR-ing all the resumes/apps.

From an incentives POV, the job application space does not properly incentivize saving the mental energy and time of either recruiters or applicants.

Automation and reduced friction has made the situation a kind of arm's race and mess.

[LittleTimothy]

It makes total sense for a startup to be highly selective. But being overly selective at the CV/application stage is dumb. If they really do have some really highly specialized requirement that should be on the advert. If they don't then being having a high rejection rate at the CV screen stage is going to be easy - it's easy to reject people, but you're overwhelmingly likely to screen out the few candidates that are actually a good fit. So sure, expect a low success rate but a low reply rate is an indicator the company isn't serious about hiring.

[scarface_74]

If you are getting thousands of applications, you have to be selective at the application stage.

[LittleTimothy]

If you're getting so many applications that you have to apply such a harsh screen that you're likely losing most of your good candidates via false negatives then you shouldn't be soliciting more applicants to apply. This is what this thread is about - if you're saying these guys are getting so many applications they have to start just brutally cutting CVs almost arbitrarily then they definitely shouldn't be posting on HN about their vacancies. Not least because they're poisoning the well.

This is a real issue - I once got approached by a recruiter for a company, it was a good fit, I think I would've walked the interview and been a great hire - I'd heard of them before. The founder had acted like a dick head to one of my friends, I just immediately turned it down. There is a cost to very publicly treating people poorly. People don't seem to understand that these things that big companies might get away with due to scale, smaller companies cannot. People talk.

[serial_dev]

These are two separate categories.

Firstly, there are the monthly "Who is hiring" posts. There, basically anyone can post their company and their positions. They don't need to be YC companies.

And secondly, there are the promoted "Company ABC hiring a Software Engineer (YC '23)" (or similar). There, commenting is not allowed, and the listing will stay on HN for a set amount of time.

I believe the question in this post talks about the latter.

But it's certainly interesting to see in this thread, that basically both of these groups of companies don't reach out to candidates...

[tennisflyi]

Same experience - people are getting hired, just not me