> PredictionHealth is currently not hiring in the following states: CA, DC, MT, HI, or NY
This really ought to be included in the comment, since it excludes a large portion of potential applicants.
This really ought to be included in the comment, since it excludes a large portion of potential applicants.
The FAANG companies over-hiring and dumping hundreds of thousands of unemployed engineers (and other tangential fields) on the market has destroyed the industry.
Happy to clarify for folks, thanks!
Regardless, yes, it’s bullshit and harmful to equity in hiring. I’m certainly not defending it.
Since we’re on a site run by YC, I should note that a version of the same “record a video” requirement is part of the standard YC application, with some of the same downsides for equitable venture capital investment decisions. Of course, a big difference is that venture capital investment decisions are entirely outside of the scope of discrimination law as currently enacted everywhere I know of, despite being very close in effect and power dynamics to hiring decisions in an employment context.
e.g. from the YC app "Founder Video Please record a one minute video introducing the founder(s).* Make sure the file does not exceed 100 MB. Read more about the video here."
We're looking to confirm that applicants can clearly and concisely communicate by describing something challenging they've done. Our goal is to efficiently find thoughtful applicants.
We're proud of our team, with folks from a variety of backgrounds. Clarity of thought is distributed across populations. :)
Consider clarifying that the applicant should not themselves be visible in the video, to reduce the risk of discrimination in favor of certain ethnicities or against others. To be clear, my suggested requirement is that the visuals in the video must support the content but that the video must not depict the appearance of the applicant.
In the hypothetical alternate reality where one can trust that applicants would not represent the work of someone else or of generative AI as their own, I would also encourage replacing the audio with text to speech, so as to reduce the risk of discrimination based on the perceived gender or the particular accent of the applicant. Unfortunately, I don’t think one can trust arbitrary applicants to be that honest, so the ability to recognize the voice from the video in subsequent interviews still provides some useful authentication value. I would like a better solution there but don’t have one to offer right now.
We are hiring in all States. That limitation was incorrectly included. Thank you!