🕯️they/them, candlemaker at https://humankind.place

had one of the best hiring coaching calls with @samantha, within 30 minutes of their time i learnt so many things and wrote down about a dozen small tweaks to my hiring process that will probably help us out as a company

so grateful to have such great people on 🚾

give them a follow, now!

🙏🙏🙏

cto @ bwl.gg (lunchbreak.com), 80M+ users (bdut.ch) 🙏 built @remindme, @mintit, @gpt, @healthbot, farcantasy.xyz

Building /bright-moments - minting onchain art IRL | /purple #15 | FID 129 #magikarp

Rome, Metropolitan City of Rome Capital, Italy

for starters, that my approach to add friction to job postings (e.g. email me with the word "banana") is filtering out most candidates, the friction must be removed

i thought friction would benefit us but evidently it didn't

simple google form to apply is better

and a bunch of this type of things

what are you optimizing for? the best possible candidate for the role? what if it takes you 10x longer to find a candidate that is 10% better? is that still worth it?

we have a very peculiar candidate in mind

the one that builds stuff on their own independently from contract/employment

i guess one can say we optimize for three things:
1. initiative
2. dev experience
3. product launch experience