The other key unlock for me was the realization that I was the ONLY one in the entire room who would know when I fumbled a word or didn't deliver the content on each slide absolutely perfectly.
https://app.roadtripninja.com/
Picture this: It's hour four of what was supposed to be a six-hour drive to Grandma's house. Your 5-year-old is doing the potty dance, your 3-year-old is melting down because they're "SO HUNGRY," and you're desperately scanning highway signs for the next exit. You spot one – perfect! – and follow the signs to what looks like a promising rest stop.But when you pull up, your heart sinks. The...
I'm a web guy, so all I know is frameworks (Angular, React, etc.).
Even worse, you have to go through the hiring process again! So we can at least say it costs twice as much.
As mentioned, this kind of investment in the hiring process requires you to actually iterate it and continuously improve your win percentage. If not, you might be throwing money away.
As you iterate, your win percentage (AKA how many people you bring in and actually hire) goes up. We got to a point where we hired 75% of the people we brought in to the office.
Once you develop that working relationship with a recruiter, never let go! I have a handful of recruiters that I work with because they quickly absorb the feedback I give and I never see another candidate with that missing requirement again. If a recruiter shows they can't adjust/learn from your feedback, find one that does.
Things that make us unique:
* Not half-SasS'd
* We build products that support the communities you live, play, and work in
* Diversity matters (both the kind you see and the kind you don't see)
* Heavy focus on giving back (charity, open source, host community technology events, etc.)
* We do agile and devops, for realz
Who we hire:
* People that learn fast
* People that are great team players
* People that get shit done