gcampos

How many users do you have right now?

Last year I created a prototype of something very similar, the key difference was that the idea was to auto pre screen recruiters instead of ask for pay.

I gave them to the staff. They seem happy with the donation and even asked if I wanted to receipt to use for taxes purposes, which I declined.

I used to donate them to my local library because I thought they would know best what is worth to keep and what to throw away.

Around 7-8 months ago I was interviewing with many startups and no one asked me for a NDA.

The only exception was a company that asked me to sign a NDA just for an informal chat. Normally I don't mind a simple NDA, but this company NDA was VERY draconic, it was pretty much full non compete rather than the typical "dont leak your interview questions, dont spy on us". Obviously I refused to sign the NDA and stopped my conversations with this company.

It was because (at least 2009) there was more position that people applying. That is how I got my H1B.

It's Time to Build (somewhere else)

My impression is that they are still around, but they failed to deliver the "recruiting revolution" and I think the reasons are:

- The screening had a lot of false negatives. "I got rejected by Triplebyte, but got a FAANG offer" is quite common.

- Most companies used Triplebyte not as an interview replacement, but as an additional screening process, which means that as a candidate, you don't have any real incentive to use them.

The only real use case I heard recently about Triplebyte is to send candidate who normally you wouldn't even screen, so if they pass Triplebyte process, you know that you should consider the candidate, but if they fail is fine because you would have passed them anyways

With so many VC money flowing, is it that bad of an idea?

Love shlinkedin and I think you have a shoot of making it successful. Not "the next Google" kind of successful, but could be at least a life style business.

"twice" is not that much when you are already close to retire (like 2 years).

Following the same logic, the late 90s were not the web “early days” because the web started in the early 90s

The page was meant more to be a practical joke and less criticism to anything or anyone.

That is amazing! We should create a network of these practical jokes

Check the name in the private key ;)

I got you fam: https://github.com/william-fields/witless#ntf-support

In the same vein: https://github.com/william-fields/witless

The truth is that it become a race to the bottom with a lot of open source projects, specially the ones that are not hard to replicate.

If the author made the project GPL, someone else would create a similar library with a more permissive license, which would end up taking the market and making the original library irrelevant.

I think this is the most fair and sane opinion about crypto I ever read. The author acknowledges the benefits without falling for the “tulip mania”

In tech the usual way it works is “every year you stay, I give you 25% of the bonus” and because the bonus is in stock, it can actually increase over time.

That is why I feel this bonus is not a good idea, $50k/year is not enough comp bump to hold someone in the Bay Area

I think this may backfire. It will give the people who received the bonus more leverage to negotiate better comp somewhere else, and will rub the people who didn’t receive it the wrong way, which might be the push some need to start interviewing elsewhere.

This strategy could work if the bonus was big enough to outbid most of the competition.

I saw their ads on Blind in the past, but I wasn’t sure how legit they are.

> And this is something to keep in mind working with recruiters: they work for the hiring company, not for you.

This is something I always wonder, why there are no recruiters who are paid by the candidate rather than the hiring company? Kinda like an agent-client relationship.

Probably wouldn’t work for junior people, but it could be a good fit for seniors

What exactly are these "peer bonuses"? Is it real? Is it what I think it is? Do people actually use them as bargain chips?

I'm sure Jack Dorsey selling an NTF of the first tweet ever had nothing to do with this plan.

I don’t think the problem is that the game is a niche game, there are ways to break even with niche games and just copying what everyone else is doing is not exactly a receipt for success.

In my opinion these is what OP could have done differently:

- The game lacks (an obvious) unique hook. Just replacing coffee with mate is not enough of a hook for me, and I was raised in a family that drinks Chimarrão.

- $5 is too cheap for a niche game.

I think would help a lot if you check the Jeff Vogel advices on creating and marketing niche games. He has a lot insight on creating games that only a tiny amount of people want

That reminds me of a small game I did last year: https://gcampos1712.github.io/index.html

Not exactly what OP mentioned, but something like that did happen in the past:

https://www.theguardian.com/technology/2010/jul/14/russian-s...

I would gladly pay the premium price if it is a better monitor for long hours of coding. However, I wonder if the ghosting and the low refresh rate would negate any benefits it would have over a 4K monitor

Yes, you are right, is mostly money. But there is other stuff that at the end adds up, specially if you are a Senior Engineer in a FAANG company:

* Very few recruiters outreach mentions any kind of compensation expectation. Why would I bother with hours of chat, screening and interview loops if I know only a handful companies offer the same kind of compensation I'm used to receive?

* The bar of a Senior position is quite high, so high that most Senior engineers would not pass it, it requires months and months of preparation. I would do that only if I was absolute sure I wanted to leave my current job.

* I would be willing to receive a little less if a company could offer something that I don't have like a better commute, work on something I'm more passionated about, etc... However, most companies think that working from home is good enough to justify a 50% lower compensation.

The only exception that I can think that compensation is not the main point is if you are trying to hire someone so successful and rich that money doesn't really matter for them. But my guess is that this kind of people are even more rare than senior people.

I think these are great advices that would help to move a candidate from borderline hire/no hire to a hire, but let's be honest, you WON'T be hired if you don't solve the problems with a proper answer!

Months of preparation + LeetCode + Multiple interviews are critical to increase your chances to get an offer.