rewritteninrust

I'm 100% in support of legalization, but as someone who has never lived in a country with decriminalized psychedelics, I'm very interested to see how this is regulated. The potential for chaos seems much higher with mushrooms than cannabis.

I'm also curious—and maybe someone here can chime in—about how you get organizational buy in for introducing ML. There are a couple of problem areas at my company that I think would be great for ML, but I don't know how to get others onboard.

Had a professor who used to wallpaper his closet with his rejection letters. Was very reassuring to hear that from a successful writer when I was an insecure 17 year old.

The value-add from this service, I'm assuming, is less on the candidate side and more on the company side.

For context, it is really hard for companies to build a pipeline of candidates for technical roles. If your hiring for a technical role, 99% of the ideal candidates you'd like to hire are already employed.

Big layoffs at tech companies release a ton of qualified, immediately-employable technical candidates into the market all at once. For recruiters, and 3rd party recruiting platforms like this one, these candidates represent a massive opportunity. Any engineer who has been laid off in a big round has had to deal with marketing/outreach from recruiters and recruiting platforms (Hired, AngelList, Vettery, etc.)

From what I see, this platform won't give you, as a candidate, any advantage another platform won't.