Impact.net | Flutter / Mobile Eng | LA (onsite) or US (Remote) | Full Time | https://angel.co/l/2vtYt6
Impact is a professional network for the entertainment industry. Founded by Ron Howard and Brian Grazer (incubated in the Imagine Entertainment parent co), Impact raised its first external round of funding in November 2020 from Benchmark. We have Brian Grazer, Bill Gurley (Benchmark) and Michael Lynton (Chairman of Snap) on our board.
We are building a professional network and on-set communications tool serving the crew-side of streaming, cinema and TV productions. Our app crew-facing app is mobile first and we are building it in Flutter. Backend and web app is a full stack javascript.
Join our small, but really excellent engineering team. We pay well, offer great equity, fully covered great health care, matched 401k and we offer an inclusive and diverse working environment.
Credit Sesame | San Francisco, Mountain View | Onsite
Credit Sesame is one of the fastest growing startups in fin-tech with a user base exceeding 8 million and growing fast. We pride ourselves on being an irreplaceable tool for consumers by delivering a clear picture of your assets and liabilities and by offering recommendations based on your personal finance goals.
We have a brand new office at 100 Montgomery in SF and are building a new space out in Moutnain view. We offer competitive base and a huge chunk of equity (for our stage of company). Its a great team, you should join us!
Hired is basically a team of recruiters (well, at least there are a good 10 of us coming from various flavors of recruiting) and even we have a need for external recruiters and internal interview coordinator.
The external recruiters we use are in markets we don't know a lot about (like Marketing - which we are hiring for big time right now). The internal coordinator helps keep onsites organized and managing the huge amount of interview flow through the organization so that key stakeholders still have some time to do their jobs.
The low-end contingency recruiting agencies have given the whole profession in San Francisco a bad name, when in reality there are great people (like Oliver, from the post) who do great work and are incredibly valuable to a fast growing organization.
Hired, Inc - Talent Marketplace, Full Cycle Recruitment Solution - San Francisco - No Remote or Telecommute
We have a variety of technical and non-technical roles. On the non-technical side, you can check out our careers page: http://hired.com/careers. We are looking for candidate centered recruiters and product managers that can manage our marketplace transactions.
On the tech side, we hire exclusively from our marketplace (https://hired.com/signup?btn=HomeHeader) and have 3 open engineering positions as well as a junior designer. We're a Rails shop with an Angular front-end, and while we like Rails and Angular folks, we'll also look at other excellent individual contributors (the last guy we hired had a Clojure / Java background).
Terms seem pretty fair. Any recruiter that can live by those, is being unreasonable.
The startup I joined, Hired, just started offering 1% per month instead of 15% upfront. It better ties our output (you having an employee that is successful) to our fee, which I think is a win for all.
Should make it a little easier on startups where there isn't cash flow and other tech companies that just don't do contingency fees.
I've found that start up founders try to rely on themselves too much for recruiting (really sourcing) and marketing. Just hire someone and take it off your plate - you are more useful raising money, building product and getting users. Recruiting is important but can by very time intensive.
Define clear goals, values and process and then Hire someone to do it. Let them fill the funnel through boards, social media, recruiters or other marketplaces (cough Hired.com cough). You and your team can then evaluate and hire.
Developer Auction - San Francisco - Full Time / Onsite only
2 Roles: Full Stack Rails, Developer Advocate
Developer Auction is the talent market place. We make it easy and transparent for top engineers to find top companies. We raised 2.7MM from places like GV, Sierra, and NEA. Currently we have 7 developers, and looking to add an 8th. Our stack is ruby of rails, but mostly just looking for good generalists that can ship.
We are also looking for a Developer Advocate. Our marketplace is about people as much as it is about technology, and we need a few friendly, organized folks who like helping people through the marketplace. We have a junior and a senior role, and will look at anyone coming from a technical background, technical recruiting, internal HR, or growth hacking.
Its more than just base and stock - employers can also offer a bonus (sign-on, relocation, or end of year guarantee) and it does describe the benefits (vacation, health, etc) for each employer. The offer is as complex as the employer needs it to be in order to attract talent.
Technical recruiting is hard, but I think good technical recruiters approach things differently than this. Its not as black and white, everything lives in the nuances:
We are looking for some sort of external validation: A really popular module on CPAN? Graduated with a 4.0? Graduated from Stanford? Hired full time by Google? That is all external validation, and it is something that shows me that other people / organizations think you are good. I really need just one piece of solid validation for me to speak with a candidate and this can take on a lot of forms. In lieu of this, we can administer a coding test if someone is on the cusp.
The second thing I look for is passion: Is this person a 9 to 5 code monkey in it for the solid and consistent paycheck? Or do they love the work they do and constantly push themselves to further their craft? You can almost always get to the bottom of this question on the phone. Journeymen programmers are fine for a lot of jobs, but not for the jobs we are talking about here.
If both of those line up then the candidate is good, and we will represent them. We can't promise a placement, but I would be surprised if someone with both of those boxes checked didn't get at least one offer. They are really hard to find.
If you're recruiting by people who "love what they do" - that's awesome .. but don't forget they need to have a life and a family they're likely taking care of, too: if you're recruiting for the positions wherein 50 or 60 hours is "normal", then I hope you're only getting single folks who don't care if they have a life :)
The occasional long week is fine - but I'm going to be a lot more interested in someone who is good but expects a "normal" amount of work.
One of our clients, a high frequency trading market maker, is looking for top Java developers with a strong skill set in CS fundamentals and statistics. This firm is not your typical finance outfit, and will actually not look at candidates coming from finance. They want people coming from low latency, high through-put environments who understand the network stack from top to bottom. This is a very flat organization, loaded with very passionate developers. They are also relatively small, about 200 people globally, and they wont be growing much beyond that number.
Impact is a professional network for the entertainment industry. Founded by Ron Howard and Brian Grazer (incubated in the Imagine Entertainment parent co), Impact raised its first external round of funding in November 2020 from Benchmark. We have Brian Grazer, Bill Gurley (Benchmark) and Michael Lynton (Chairman of Snap) on our board.
We are building a professional network and on-set communications tool serving the crew-side of streaming, cinema and TV productions. Our app crew-facing app is mobile first and we are building it in Flutter. Backend and web app is a full stack javascript.
Join our small, but really excellent engineering team. We pay well, offer great equity, fully covered great health care, matched 401k and we offer an inclusive and diverse working environment.
All our open roles here: https://angel.co/l/2vtYt6
Or email me trent [at] impact.net