Rant about recruitment in startups

The current startup tech employees and founders are filled with so much junkies who do not care about the product at all. The culture is set when the startup is founded,when the first set of employees arrive. These folks are some of the most driven and talented and that's fine, it's how it should be. But the problem begins when these folks do not find their own hiring strategy and copy the hiring strategy of other companies. Instead of analysing what works best for them they justify their hiring means by saying this is what other have done. The result is you get a bunch of leetcode warriors who are always wanting to jump ships when given opportunity, never forming deep knowledge about their industry and their product. I work in one of the legacy tech companies, sure we do not hire the best people but we nurture them and that earns loyalty and long careers in our company. Even the employees have a very 360 degree view wrt product. We always deeply care about our product. Tbh I love seeing the stupidity of the market and it makes me happy that more confident that these people are wrong and always will be. Even the Indian startups are unoriginal and copied from the west then how do you expect the hiring to be unique. We are all living in the circus where jokers are supporting each other in making the circus bigger.

Startups will make you do 10 page recruitment assignment include questions like gtm strategy ,how to handle multiple scenarios , make you do product demo etc Only for the founder to come and reject you without reading into any of these. What a waste of time and effort

Need answer to just one thing. Do you guys intentionally ghost candidates or do you guys intentionally ghost candidates? 🙂

Please let me know if your startup is hiring freshers. I have internship exp from IITM and 230+ DSA problems solved. I also have great projects on my resume. Please let me know if your startup has internship or entry level roles. Thanks for your time

Hello folks, I am currently building an outbound recruitment solution for companies to help them find suitable and available candidates from all across the internet for the role. Currently, we have an MVP on our end and I am looking for an opportunity to work with an early-stage company, currently hiring for multiple roles. What shall I do? 1. Build the talent pipeline 2. Nurture the talent pipeline 3. Build feedback and interview templates 4. Builld hiring guide 5. Close the best talent for you 6. Assist you with building your employer branding I have 4 years of experience in the recruitment industry, working with a couple of startups. In my last gig, I was fortunate enough to hire and retain folks across multiple functions. The cross-functional team built around ops, customer success and sales helped us, achieve a 10x monthly business scale-up in 12 months, resulting in $1.5mn in ARR. My intention is to add symphony to the recruitment process and help the SMB to attract the most suitable and available talent for their business. Thank you for your patience.

I am a 6 yrs experienced Software developer and part of a mid-stage startup. This is my third job; I have been working here for 3 years. I was involved here as one of the core engineers at the start in developing the overall platform, After that, my growth as an engineer stagnated for 2 years . Constant importance and priority are given to business requirements and hacky work getting pushed to production in the name of fast iterations and business impact every week. My engineering manager lacks proper engineering skills and doesn't respect engineers even after their impact on the company and constantly keeps saying the engineering team doesn't contribute to the revenue of the company despite us pushing work that improves business positively. Last year around November, around 80% of the engineering team was subtly suggested to start looking out for work (basically a soft layoff) because management was too scared of a social media backlash Due to all this,2 years' worth of technical debt has accumulated on the overall codebase and apart from giving justification for every code improvement that we try to make there, we still have to work on business/product requirements. My growth as an engineer has stopped and I am worried about missing out on the latest developments in the tech industry, especially with AI in the picture, and want to make my skillset somewhat AI-proof. I have come back to hands-on coding this year , so that's a positive start. I am considering taking a 3-4 month break after resigning from my company to study, develop side projects, develop a portfolio etc Has anyone else been in this boat ? How did you come out strong?

I have applied to a lot of companies directly and through referrals. I have a top tier college and a FANG in my resume. I am currently working in a decent sized startup. I am not getting any callbacks from recruiters. Is it happening only with me?

Hi guys(Mainly HRs), Recently I applied to one SaaS company for the position-Solution Engineer/Implementation engineer, I had 2 rounds and was done with both the rounds. As I was expecting results, I got this mail from the previous round interviewer saying ( See the below/above image). It sounded very odd and strange to me and frustrating to hear this, I acknowledged it and mailed the interviewer and HR asking to give any constructive feedback if there were any; Until now they haven't responded back. I feel better now but obviously very disappointed with such a reply, can any one of u from startups/ HRs from start-up Please clarify - Is this the way Start-up rejects candidates or I got unlucky in this situation? Please help friends.

How can one specifically target startups and succeed? While many pursue top MNCs or MAANG, getting entry can be challenging. I am keen on working with small startups. Has anyone experienced working in startups in Bengaluru or other locations where both good pay and learning opportunities are available? In terms of job search, is LinkedIn/Naukri or referrals more effective? When preparing for interviews, should one focus more on DSA rounds or development skills? What are the pors & cons or tips? Plz share your insights. Thanks