You really do raise an interesting question, and no, you're not the only one frustrated with the recruiting status quo!
You really do raise an interesting question, and no, you're not the only one frustrated with the recruiting status quo! And whether you're the best of the best, or just somewhere in the top 90%, there's probably an employer out there and an appropriate recruiter to match you isn't asking too much. It's the incentives inherent to the recruiting profession. To drastically improve it would require a massive overhaul and is improbable (like drastically improving literally any sales profession). In the meantime, it's the little things that count and can eventually cause positive change. A couple quick examples come to mind: 1. Recruiting start-ups/show HN ideas: a few successful ones are adding efficiencies, which is indirectly great for people like you. Because the successful recruiter/hiring manager/etc. can devote that extra time to making their little changes towards improving the system. Still, it's not hitting the real pain point. 2. HN posters like you, who remind hiring professionals, that there's yet another frustrated customer - you sound like a reasonable, capable person that a recruiter would be fortunate to work with; this especially lights a fire under people's asses, so thank you! My theory is that it'll require a serious effort by industry experts with zero expectation of financial return. It's going to have to be about the purpose, not the money, for the very (very) long-term. I shudder imagining the hardcore YC community response to this "non-profit"-esque prospect, but I don't know how else to solve it :-/
Posted by lscore720 on Mar 13, 2015, 9:34 PM
Tags
Related issues
- The biggest problem with having an LLM do this, from what I've observed of at least frontier models, is that the way they are trained...
- The biggest problem with MOND is that it was hand-crafted with additional parameters simply to fit the data.
- (My comment is about detached houses).
- The biggest problem with this is that I can't run my company's own internal benchmarks against this API, because they will be trained int...
- > steer Claude away from over-engineering parts of the system in response to hypothetical concerns.
- Why is there no comparison with FLUX 3 Image?
Raise real-world problems, find people facing the same issue, and discuss solutions.7,500 issues0 comments
hackernews (Other)
The biggest problem with having an LLM do this, from what I've observed of at least frontier models, is that the way they are trained...
The biggest problem with MOND is that it was hand-crafted with additional parameters simply to fit the data.
(My comment is about detached houses).
The biggest problem with this is that I can't run my company's own internal benchmarks against this API, because they will be trained int...
> steer Claude away from over-engineering parts of the system in response to hypothetical concerns.
Why is there no comparison with FLUX 3 Image?
> our Git monorepo was developing an annoying problem Sentences like this are so common from people using monorepos that I am convinced ...
Why is there no contact form?
You really do raise an interesting question, and no, you're not the only one frustrated with the recruiting status quo!
You really do raise an interesting question, and no, you're not the only one frustrated with the recruiting status quo! And whether you're the best of the best, or just somewhere in the top 90%, there's probably an employer out there and an appropriate recruiter to match you isn't asking too much. It's the incentives inherent to the recruiting profession. To drastically improve it would require a massive overhaul and is improbable (like drastically improving literally any sales profession). In the meantime, it's the little things that count and can eventually cause positive change. A couple quick examples come to mind: 1. Recruiting start-ups/show HN ideas: a few successful ones are adding efficiencies, which is indirectly great for people like you. Because the successful recruiter/hiring manager/etc. can devote that extra time to making their little changes towards improving the system. Still, it's not hitting the real pain point. 2. HN posters like you, who remind hiring professionals, that there's yet another frustrated customer - you sound like a reasonable, capable person that a recruiter would be fortunate to work with; this especially lights a fire under people's asses, so thank you! My theory is that it'll require a serious effort by industry experts with zero expectation of financial return. It's going to have to be about the purpose, not the money, for the very (very) long-term. I shudder imagining the hardcore YC community response to this "non-profit"-esque prospect, but I don't know how else to solve it :-/
Comments (0)
No comments yet. Start the discussion.