ammaramehdghani

Job Seekers, eager to get a job somehow, add the keywords in their resume to get shortlisted, without realizing that they might not go past the first interview. They don't realize that it's a waste of their time and the employer's time.

In my experience of placing software engineers in tech startups, the only way to find the best talent is to talk to them. If we give them coding test, they get done with it somehow but when we talk to them in the interview, that's when we get the real sense of their skillset. I know it's time consuming, but it saves you a lot of time and money in the long run.

I second you on that. Especially for the senior positions as they are looking for an exceptional candidate experience meaning they should be getting updates regarding the application and feedback upon rejection. When they don't receive such experience, they don't wanna do business with such companies anymore as they feel disrespected. But since I started working as a recruiter myself, I noticed that providing feedback manually is a lot of work and recruiter's can't manage to provide feedback to all the candidates except the generic feedback which is just a formality but don't help the candidates a lot. We figure out a solution for it later and noticed 95% candidate retention rate by providing specific feedback to all the rejected candidates. So yes feedback works for both sides.

Great question—this is exactly the pain we wanted to eliminate. Candidates get their own dedicated workspace where they set up their profile just once—it’s a modern, intuitive flow where they can upload their resume, profile picture, set preferences, and fill in any info recruiters actually need.

Once set up, they can apply to any job shared with them by a recruiter in one click—no need to re-enter the same details again. And if they update their profile (say, new experience or skills), those changes instantly reflect across the candidate pool of every recruiter they’re connected with.

No redundant form-filling, no duplicating what’s already in a CV or LinkedIn—just one clean profile that stays up to date and works across roles.

I hope I answered your question. I am happy to answer any other question you might have. Thank you.

This is an interesting read. I am seeing something opposite. Accounting firms are getting inclined towards using AI to fasten their processes. Its very hard to infuse AI into such firms but it's happening.

Could you please explain what is good enough? I understand the concerns for privacy or data protection but that can be catered easily. The main point is growth considering lots of companies are already opting for AI in terms resume filtering and all. If these companies don't opt for AI automation, they might fall back in their growth targets. What are your thoughts on it?

1. I spoke with the recruiters and they told me about their internal systems. 2. With AI being everywhere and bringing fast paced automation, I believe one should opt if it brings them value considering the tool does not bring a drastic change into their systems as no one likes interruptions in their operations. Any thoughts on that?

We have created our own internal system to do that.

Scraping LinkedIn URLs is hard. I recommend that you either use a third party API like Scraper API or get domestic IPs with IP rotation. We are gonna launch our product in this week and you can test it out yourself. We would love to have your feedback on the product.

Thank you for sharing your insights. Very helpful. Yes you got it right. I would change the landing page then to make it more visible.