victoriap

The replacement of muscle by automation was 20th century. In the current wave, we see a replacement of office workers with a mix of more productive office workers outsourced, online or in house.

YC is doing a great job. Helping people who'll help others is an awesome way to change the world to make it a better space.

A very well-thought and written article. LinkedIn is like a corporate party, where everyone is there, connected but there is no party indeed, just a crowd of faces hanging around. In that way it becomes just another resume service with some job board features through ads. They are trying hard to bring interactivity by small inventions like endorsements, recommendations and also sometimes mirroring similar interactions from Twitter, Facebook to LinkedIn. At the end of the day they are still selling premium membership to jobseekers, (ability to get) connections with inmails and services for headhunters and recruiters to digg into the pile of resumes.

I believe LinkedIn can achieve much more than that by creating an application store similar to Google's and Apple's. where 3rd party apps can be listed, featured and installed and billed in a recurring or per-request basis.

Through a LinkedIn app store, 3rd parties can bring a lot of innovative functionality to LinkedIn.

Mass recruiters and hiring managers wouldn't hesitate, but individuals running business units may want to keep it discreet. I believe it is needed for some situations..Time will show. Thanks for your comments.

Initially we implemented hiring and applying as the same action, assuming our users would implicitly know how they position each other. After a week of feedback, we now allow you to choose to select to hire or get hired by someone.

We appreciate your feedback.

You are right in pointing out the asymmetric nature of job interviews, namely "You may want to work for this person" vs "You may want to hire this person".

In the current model we wanted to keep things simple and leave as much as possible to them to decide or know. With a check box, we may ask them to select exactly what they want with this particular person.

Do you think, for every selection, asking whether you want to hire or you want to work for a particular person is really necessary, or is it enough to leave this to them, of course with a certain risk of misunderstanding in some cases. I would be pleased to hear your opinion.

You are absolutely right in pointing out Mightyspring. They help especially when you focus on what you want to do. In Jobrupt's case, the focus is on 'with whom you want to work'. It may be your ex-boss or ex-employee, your ex-colleague, your classmate, your competitor, your customer, your service provider etc. Mightyspring definitely deserve their place, Jobrupt is just a different and additional type of job search tool. You don't need to choose one or another, you may use both.

Thanks for the concept 'premature rejection'. Especially between some connections, premature rejection becomes a risk no one wants to take.

It definitely does not target to be a mainstream tool, but there are certain cases where you may be reserved to act. In addition to personality and cultural attitudes, your current position and your relationships with the people with whom you are interested may hinder you to make the first move. You may simply want to keep it discreet.

Some example situations; you left your previous position and you want to come back, but are reserved to make the first move back to your previous boss. You are a well known programmer, and you are well connected to people, but you are reserved to make the first move. You want to hire your service provider, you want to hire your client, you want to hire a competitor etc. I accept that in majority of the cases employers and employers don't hesitate to make the first move, but I just try to contemplate some cases where Jobrupt may work. Finally this is just an experimental idea, and if it works for some people in some communities it will be worth the effort.

Your manager will not know anything unless you also select her/him. And if you both select each other, that's just a re-validation of your synergy :)

Any comment is always better than 'No comment' . I appreciate your feedback.

I finally got your point. It s a great idea indeed. Actually it was already part of the growth plan to target people with hiring powers. We were thinking of various ways to target people in hiring positions and get them here. Our options now include separate employer signups, thanks for the idea.

Great feedback, thanks. It will help us improve the home/landing page. It has been 2 almost weeks, and we are trying to validate the idea and come up with a better version.

Actual I entered the second one, after seeing Tomonotomo's title first. I liked it as a nice expression of their ideas, and wanted to reuse it, so no coincidence indeed. But we are not at all related. Sorry if that was disturbing in any way.

That's part of the 'Robin_Message's points here on this thread and it is a valid concern. We want to focus on small circles inside employment network, where your Director and you end up being there independently. Yes, the chances appear to be low, but we don't have a time limit.

Just think you are running a Scala or Ruby development team, and regularly meet a lot of developers in conferences. You are a small group, and you are connected to each other. However you don't want to offer jobs explicitly. In such cases Jobrupt may help. It's our hope, and it is still an experiment.

I hope that side would serve some small, highly skilled circles, such as Ruby Developers, Kernel developers, Ember.js people, Academicians, Corporate software sales people etc. We plan to keep out headhunters, contractors and other mass-hiring entities.

The idea is to select whom you want to work with and leverage your connections in addition to other methods.

Thanks for the grammar feedback, the site just launched 2 weeks ago, hope to make everything better.

The matching is currently based on LinkedIn connections of yours. So, we hope Jobrupt to be used within some circles inside LinkedIn. If you have a match, we notify you through your email registered in your LinkedIn account. We don't particularly contact your selections, or connections.

Thanks for the comparison and feedback. You are right with the risk, but we have some soft limits for selections as an anti-spam measure. Also in our case the set of people are not finite but open ended.

Someone today suggested using it for intracompany hiring in large consulting companies like Accenture etc.

This is still experimental, we don't definitely aim to be a mainstream tool. We just hope it will benefit some people in some situations.

Currently there is only LinkedIn signup available. But we plan an email signup going forward. Mainly we need you to be able to see and select connections, which is easier on LinkedIn. In email it is only possible through a list of emails entered by the user. That's still a good option with some small caveats. Thanks for the feedback.

Thanks for the great feedback.

We don't contact people in your selection or connections. We want to focus on the small verticals where there is a high chance of match, like academicians, senior executives, developers, kernel developers etc. By spreading the word, you don't mention your selections. But if that still disturbs you, to be seen on jobrupt, you better not spread the word as privacy comes first.

Thanks for the great ideas on focus, niche, getting traction etc. They are great hints going forward.

Good luck with the idea and I believe there's market for that. It will definitely help a certain category of people. But some other people will quickly say they don't like it because they don't want to date friends of their friends. It all depends on the particular person.

I love tomonotomo and actually I have a similar web site for job search/recruitment through connections discussed here, https://news.ycombinator.com/item?id=6327275

>>having worked at a top company matters

does that mean that it makes more sense to know how top companies hire, rather than small ones, since small companies just shadow decision made by bigger ones and check for typos and grammatical mistakes?

it's not Android 5.0 but 4.4. I am curious what functions are still left before we don't need anything new. I mean, with Windows XP, Microsoft had already reached the upper limit of what is enough for anybody. But, somehow I am expecting a surprise on Chrome, ChromeOS, Android integration, but can't guess.

it's not Android 5.0 but 4.4. I am curious what functions are still left before we don't need anything new. Also how does Chrome/Android work together now? Somehow I am expecting a surprise.

A friendly suggestion: if you are interested to work with (recruit or apply to) someone you are already connected to but hesitate to ask for whatever reason it may be, Jobrupt (http://www.jobrupt.com) may help you to make the first step towards her/him. It's a free small utility inspired by some form of matchmaking and it has proven useful for some small circle. I hope it helps some more people, so give it a try.

You can pivot and develop your idea and/or execute in different ways. Why get horrified by an initial litmus test, instead of making continuous such tests while deciding on many parts of your offering. A startup is not simply a validation of your idea, it is a validation of your particular execution too.

>>Want to start a website matching up job seekers with employers? Start a blog with tips for finding a new job or new employees.

Just in time advice for me. I launched last week Jobrupt, a web site to help certain types of job seekers/recruiters when people are reserved to make the first step. I must immediately start blogging.

...You are right, it's always better to be open. He does not speak a diplomatic political language, he states the knowledge he acquired through thousands of interviews and other experiences. That way, he would share how race, religion, gender are affecting success too. But I suspect that would result in an even bigger backlash.

..."accents so strong that people can't understand" is the key here. An obvious truth well known to everyone frightens people sometimes. He does not tell, he uses that as a standalone parameter in screening applications. In addition to 'accent', lack of communication skills is a problem even for natives.

That said, instead of 'accent', I would use there 'problems in communication skills', which implies native speakers too. Otherwise a lot of people don't understand PG correctly.

As far as I see, it happens the following way. Some people see some article on HN, their mind flashes in dissonance. They upvote the next article which opposes that one.

So that's why, right after we see an article defending X, we see one defending an anti-X, or not-X.

and they enjoy HN too, I suppose.