rolandal

Come work with us in sunny San Diego!

The 3rd rule is something we look directly for when hiring. If there is a direct passion (ex. Edtech) to draw from, it makes the candidate stand out from all the other "iOS dev" "DevOps" etc

- Product Management: style/agile/waterfall

- Iterations: how often do they ship/what does QA cycle look like

- Pair Programming/Code Review: how does the company keep everyone in the loop?

So how do we get the beta code invite?

Classy response/apology.

I would have also personally tried to find a unique/obvious subject line in the same direction as Francis took to get Mark Cuban's attention.

PM as in Project or Product Manager? (there is definitely some overlap though)

I look for a couple things, and ask questions that help evaluate their:

1) Technical background

2) Product instincts & creativity

3) How they've earned leadership

4) Ability to channel multiple points-of-view

5) Ship-ability

For companies that are trying to "recruit" you away from your current employer, they are already aware I would assume.

Also, it seems like it would be make sense to deny an offer/opportunity if it's less than what you're currently making and/or vesting value.

I do agree that the counter offer strategy is not always a guaranteed win - I was more curious about people using this as a way to find out their "market value" (what someone is willing to pay/offer you)

Depends - I would go back to the current place and see if they were willing to match.

Also, if that were the case, it would mean that:

* I under-valued, or under-negotiated my current compensation

* The current company doesn't value my skill set (either due to non-optimal performance or company structure)