BrandonWatson

It being 2 pages is a cultural vestige - that was my point.

When you think about the resume, it's a terrible representation of you and what you can do in a work place. If a human is to look for a summary, sure, 2 pages is great, but when developers have things like github repos, what do other workers have?

The sum total of work for a marketer or ops engineer etc is harder to contain in a resume, much less an easily shareable thing.

We can do better. This is a space I care about deeply.

It's slightly different than that.

It's the low "cost" of publishing a job post to various boards, and the low "cost" of applying to jobs that are posted.

The combinatorial math has exploded the number of applicants per position, but the talent pool has not expanded by that much.

The net result is companies are abdicating agency to ATS systems in an effort to filter the "best" resumes.

Candidates are responding by feeling disillusioned by the ghosting, non-responses, and 400 applications within 24 hours to any new job posting.

There's a huge difference between objective measures and skill sets, and how effective someone is in performing work. This is why leet code tests often fail to truly identify the best talent. Working in teams, problem solving, etc are harder to suss out with leet code test or checkboxes. This is why person to person interviews are so effective (caveat: when performed by trained interviewers who are held accountable by a good process)

I have long said with my customers that the #1 job of the interview loop is to answer the following question: can this candidate do this job at this company and likely exceed expectations?

It's surprising how many companies are bad at the interviewing process. How bad they are at the eval process (resume and interviews). It's still giving vitamin and not painkiller vibes though.

I have been working in this space for the last few years as an indie hacker solopreneur. I'm currently working through customer discovery on this exact problem (eval candidates more effectively) and if you (or a delegate) could make time, I would really appreciate it.

Me. I am building and releasing in this space.

I have a tool that I "shipped" as demo-ward (loopalla.com) but pivoted to HiredUpon to focus higher in the funnel.

I want to rejigger the tech I built for Loopalla. I would love to do a customer discovery call with you if you would be willing. I am an ex-AMZN director. I have a AMZN style working backward FAQ doc ready to go to drive the call. I want to humanize hiring, ironically by using tech. :)

I have already built HiredUpon and InterviewAt. I have been focused on this space as ex-AMZN, ex-MSFT, ex-startup, etc for the last 3 years.

My experience with ATS systems shows that there is room for improvement.

If there are any decision makers on this thread with whom I could do a customer discovery call, I would appreciate it. Please raise your hand and I will schedule.

I have an AMZN style FAQ working backwards document already completed. I want to humanize hiring and change how candidates and companies meet in the marketplace.

Here's a fun fact: resumes are limited to 1 page (2 front and back) because of the staple. Candidate's didn't want to risk losing a page on submission, and HR departments hated removing the staple when they shredded docs.

So, because of the lowly staple, we still have the high information inefficient resume as a digital representation when applying to jobs.

We can do better. I want to build something to do better.

I've worked with Dave before. He will in fact implement ask the things in a very short period of time. We used to talk about him as the master of spinning developer plates.

I for one would love to see a $$ breakdown of what is being proposed here. This is the one thing I find always catches people out. That, and some of the default aws options which aren't necessary but can really run up the $$ intentionally.

This is very helpful - thanks for taking some time to respond.

Do you mind if I ask follow up question? Are the feedback/forms internally developed or part of an ATS?

Are you having these forms filled out post interview, and discussed in the room/driving the meeting?

Do you mind if I ask a follow up? Do you feel that the breakdown with recruiters is because there is not an easy way to present as "suitable" for a role?

At the risk of leading to an answer, do you think that this is related to the information density constraints of a resume and linkedin profile, and the additional risk that a recruiter cannot do much to parse a GitHub repo?

Also, when these recruiters are reaching out to you, what is your experience of split between external firm vs internal FTE at target company?

I have been doing free mock interviews for the last 2 years at InterviewAt. My free calendar is booked out to end of June, but I do have a ton of mock interviews available on the YouTube channel. These have my inputs as to how candidates can perform better through the lens of a former senior exec from AMZN, MSFT, ORCL and multiple startups. I want to help.