[lazypenguin]

Yes, we recently posted for an entry/mid level position and we got 1800 applications in a few days. It’s impossible to filter the list, I spent several hours to see how feasible it was and after getting through maybe 150 applications I gave up. We’re a small team, we don’t have the resources to cut through the noise without just blanket rejecting people. There doesn’t need to be a board that vets jobs, there needs to be a board that vets candidates and makes it easier for companies find their ideal candidate.

[stevenicr]

Have you seen linkedin's AI hiring assistant? (I've only read about it, but it sounds like it might be the thing)

I noticed with linkedin premium - when you view a job listing it tells you how many other people have applied akready, and what number of them have masters, bachelors, phd, director level, etc.

in this day, it should be a law that all the boards must post this info clearly - just to save us all a lot of time.

The amount of time I have spent putting info together for some job listings and wondered how in the heck they found someone else with the same experience and knowledge.. and to think, there may have been 1500 that applied before hand and literally none of that matters.

They have the data, they should have to post it.

[raw_anon_1111]

https://en.wikipedia.org/wiki/Secretary_problem

How do you vet mid level and entry developers? I know that sounds like a dumb question. But I only expect a mid level developer especially enterprise developers to turn well defined requirements into code. The bar is especially low in the age of AI. One is basically interchangeable for another. I have only interviewed senior level developers - ie people who I expect to operate on a higher level of scope, impact and ambiguity.

Those are easy to filter out via a few behavioral questions.

[throwawaysleep]

But if that is the standard, what is the point of the mid level developer in the first place? I have a tool to turn well defined requirements into code and it is $20-200 a month.

[raw_anon_1111]

I wouldn’t trust AI to do anything that I didn’t know how to do myself. You still need SMEs for mobile, web etc. you just need fewer of them.

[operatingthetan]

Do what everyone is doing (for better or worse): feed those into a CLI LLM, have it give you a csv of the top 20 candidates based on some criteria, manually review those.

[raw_anon_1111]

What are the top 20 candidates if you just need a random “full stack developer”? All of their resumes look exactly the same.

[operatingthetan]

If they are actually "exactly the same" and your criteria is a "random" developer then does it matter which you pick? Look for extracurriculars like active github, personal website/blog, open source contributions, vibe coding skills, etc. I bet 75% of the job market right now is being done on referrals anyway. Tap your network.

[throwawaysleep]

Keep raising the bar until all but 20 are excluded.

[fn-mote]

That’s not enough.

Surely you will not manage to hire one of the top 20 developers matching any given criterion unless you are paying too 1% compensation. (I made this number up.)

One of the criteria somehow is “will show up for work and not ghost us”.

[throwawaysleep]

They applied for the job, so there’s at least some signal that they’d be willing to work there.

[ikiris]

If you're truly looking this generic, then what is the problem exactly with taking the bottom 20% of the stack since that's what your pay is going to be anyway?

[raw_anon_1111]

In any second tier city the range for mid range developers is only $10K-$20K. You don’t really need rockstar ninja developers to do your standard CRUD LOB or SaaS app.

[atmosx]

https://landing.jobs/

No affiliation but they talked with me long time ago. They take upon themselves to perform the first screening… looks like something smaller startups could take advantage of. I am not sure how good they are.