takrupp

Impact.net | Flutter / Mobile Eng | LA (onsite) or US (Remote) | Full Time | https://angel.co/l/2vtYt6

Impact is a professional network for the entertainment industry. Founded by Ron Howard and Brian Grazer (incubated in the Imagine Entertainment parent co), Impact raised its first external round of funding in November 2020 from Benchmark. We have Brian Grazer, Bill Gurley (Benchmark) and Michael Lynton (Chairman of Snap) on our board.

We are building a professional network and on-set communications tool serving the crew-side of streaming, cinema and TV productions. Our app crew-facing app is mobile first and we are building it in Flutter. Backend and web app is a full stack javascript.

Join our small, but really excellent engineering team. We pay well, offer great equity, fully covered great health care, matched 401k and we offer an inclusive and diverse working environment.

All our open roles here: https://angel.co/l/2vtYt6

Or email me trent [at] impact.net

Credit Sesame | San Francisco, Mountain View | Onsite

Credit Sesame is one of the fastest growing startups in fin-tech with a user base exceeding 8 million and growing fast. We pride ourselves on being an irreplaceable tool for consumers by delivering a clear picture of your assets and liabilities and by offering recommendations based on your personal finance goals.

We are hiring for: - Full-stack Java Developer: http://grnh.se/ioxkl71 - Senior Full-stack Java Developer: http://grnh.se/w1lbdt1 - Full-stack Lead: http://grnh.se/bvy6d11 - Head of Security: http://grnh.se/d1gfhn1

We have a brand new office at 100 Montgomery in SF and are building a new space out in Moutnain view. We offer competitive base and a huge chunk of equity (for our stage of company). Its a great team, you should join us!

Hired is basically a team of recruiters (well, at least there are a good 10 of us coming from various flavors of recruiting) and even we have a need for external recruiters and internal interview coordinator.

The external recruiters we use are in markets we don't know a lot about (like Marketing - which we are hiring for big time right now). The internal coordinator helps keep onsites organized and managing the huge amount of interview flow through the organization so that key stakeholders still have some time to do their jobs.

The low-end contingency recruiting agencies have given the whole profession in San Francisco a bad name, when in reality there are great people (like Oliver, from the post) who do great work and are incredibly valuable to a fast growing organization.

Hired, Inc - Talent Marketplace, Full Cycle Recruitment Solution - San Francisco - No Remote or Telecommute

We have a variety of technical and non-technical roles. On the non-technical side, you can check out our careers page: http://hired.com/careers. We are looking for candidate centered recruiters and product managers that can manage our marketplace transactions.

On the tech side, we hire exclusively from our marketplace (https://hired.com/signup?btn=HomeHeader) and have 3 open engineering positions as well as a junior designer. We're a Rails shop with an Angular front-end, and while we like Rails and Angular folks, we'll also look at other excellent individual contributors (the last guy we hired had a Clojure / Java background).

Terms seem pretty fair. Any recruiter that can live by those, is being unreasonable.

The startup I joined, Hired, just started offering 1% per month instead of 15% upfront. It better ties our output (you having an employee that is successful) to our fee, which I think is a win for all.

Should make it a little easier on startups where there isn't cash flow and other tech companies that just don't do contingency fees.

Just went live today - http://www.forbes.com/sites/jjcolao/2013/10/30/hired-com-has...

I've found that start up founders try to rely on themselves too much for recruiting (really sourcing) and marketing. Just hire someone and take it off your plate - you are more useful raising money, building product and getting users. Recruiting is important but can by very time intensive.

Define clear goals, values and process and then Hire someone to do it. Let them fill the funnel through boards, social media, recruiters or other marketplaces (cough Hired.com cough). You and your team can then evaluate and hire.

Developer Auction - San Francisco - Full Time / Onsite only 2 Roles: Full Stack Rails, Developer Advocate

Developer Auction is the talent market place. We make it easy and transparent for top engineers to find top companies. We raised 2.7MM from places like GV, Sierra, and NEA. Currently we have 7 developers, and looking to add an 8th. Our stack is ruby of rails, but mostly just looking for good generalists that can ship.

We are also looking for a Developer Advocate. Our marketplace is about people as much as it is about technology, and we need a few friendly, organized folks who like helping people through the marketplace. We have a junior and a senior role, and will look at anyone coming from a technical background, technical recruiting, internal HR, or growth hacking.

Email me at trent@developerauction.com

Its more than just base and stock - employers can also offer a bonus (sign-on, relocation, or end of year guarantee) and it does describe the benefits (vacation, health, etc) for each employer. The offer is as complex as the employer needs it to be in order to attract talent.

Technical recruiting is hard, but I think good technical recruiters approach things differently than this. Its not as black and white, everything lives in the nuances:

We are looking for some sort of external validation: A really popular module on CPAN? Graduated with a 4.0? Graduated from Stanford? Hired full time by Google? That is all external validation, and it is something that shows me that other people / organizations think you are good. I really need just one piece of solid validation for me to speak with a candidate and this can take on a lot of forms. In lieu of this, we can administer a coding test if someone is on the cusp.

The second thing I look for is passion: Is this person a 9 to 5 code monkey in it for the solid and consistent paycheck? Or do they love the work they do and constantly push themselves to further their craft? You can almost always get to the bottom of this question on the phone. Journeymen programmers are fine for a lot of jobs, but not for the jobs we are talking about here.

If both of those line up then the candidate is good, and we will represent them. We can't promise a placement, but I would be surprised if someone with both of those boxes checked didn't get at least one offer. They are really hard to find.

HFT Market Maker - Los Angeles, CA (NYC possible) - Full Time, No Telecommute - http://constitutionllp.com/active-positions/

One of our clients, a high frequency trading market maker, is looking for top Java developers with a strong skill set in CS fundamentals and statistics. This firm is not your typical finance outfit, and will actually not look at candidates coming from finance. They want people coming from low latency, high through-put environments who understand the network stack from top to bottom. This is a very flat organization, loaded with very passionate developers. They are also relatively small, about 200 people globally, and they wont be growing much beyond that number.

Contact trent.krupp@constitutionllp.com if interested.

Dang. We were a paying customer of Greplin and loved it. What do we do now? Can I buy / whitelabel the IP?

Email address in profile.

Constitution Group - Quant Trading Recruitment Firm Remote / New York / Contract or Full Time

We are looking for a C++ developer to help us source and vet candidates. We would be open to either a contract / hourly basis or a full time hire with commission. There is definite partnership / equity potential as well, if interested.

We are a recruitment firm focused on the quant trading market. We work with many of the systematic prop trading firms, hedge funds and banks to hire top development, quant and trading talent. Our firm was started in 2009, and is small, very candidate focused and technology forward.

We have an office in NY, but would be open to someone working remotely (Ill be working out of the Dominican Republic next year, for fun).

Great opportunity for someone personable who likes reviewing code more than writing code, but would still want to pull in over $100k per year with a lot of life flexibility. If interested, email trent.krupp@constitutionllp.com

tl;dr: Use smaller agencies or solo recruiters, ignore the big firms.

Just another prospective (from a high-end recruiter): You get what you pay for.

10% on a developer making $60-100k means that you need to push a ton of paper to make out a decent living at an agency. Its like the difference between Apartment Brokers vs Real Estate Brokers: The Apartment Brokers are jokers, because they need to deal with 1000's of people to make the 30-40 fees a year that make up a decent living. A Real Estate Broker can do a tenth of the deals and make twice as much. The quality of service is a lot higher.

Likewise, in high paying industry with top tier compensation the recruiters are much higher quality. I only need to make 5 placements a year to make six-figures, where as the jokers at Selby Jennings or those other massive paper houses need to make 15-20 placements to even get close to that.

I can afford to treat candidates with respect, protect their information, and tailor their search. Most technical recruiters can't.

My advice, if you don't make over $100k and want to use a recruiter, go with someone working at a really small firm or by themselves. They take service much more seriously than the well known spam-a-lot agencies.

PS: We're hiring, and work in a very cool, niche high tech space.

Jersey City, NJ - High Frequency Trading Firm - No remote: We have a position at a high frequency trading firm looking for a strong perl applications developer. Less web side, more client-server type applications. No prior finance background needed. Firm will pay for relocation, has top pay (much higher than in the Valley) and great benefits. While its technically a finance firm, they pride themselves on working like a software firm. Email me at trent.krupp@constitutionllp.com for details.

A few acquittances have asked me about wanting to start a business that makes "2-3k" and doesn't take much time...I always laugh a little bit, because the 2-3k thing is possible, but no matter how you shake it, your probably going to need to spend a lot of time to get there.

If you like at the businesses Tim Ferris built: They were very low maintenance, which is what you want, but that doesn't say anything about the amount of time to build up and get to a point where you can live a low maintenance lifestyle.

I've seen a few people do some cool, cheeky things that skirted the above, but in general I wouldn't count on it.

Jersey City, NJ - Constitution Group Hiring Recruiters

We're hiring recruiters for our quant trading division. Could work remotely. We'd definitely consider people coming from technical backgrounds, but you really have to be a self motivated person who is ready to be on the phones 2-4 hours a day. Very possible to make low six figures in the first year, but mid-six figures long term, but it is a commission based job.

To apply go here: https://constitutionportal.secure.force.com/FCMS__CMSLayout?...

Los Angeles, CA - Quant Trading Firm - Not remote, must be authorized to work in the US.

One of my clients is looking for a network programmer. The developer will be responsible for low level, low latency feed handlers (from market data providers) and in improving/developing drivers for their distributed computing infrastructure.

Position is very competitive, but no former financial knowledge or experience needed. Must know C++ and socket (TCP/UDP) programming very well. They will look at junior to senior people, and can pay very well.

Email trent.krupp@constitutionllp.com for more info.

Wow, thats awesome. I really like the fact you can tab through windows. Its very clean, and intuitive.

Thanks

I just got the CR-48 today (really surprised, no clue it was on the way). Happy surprised with the hardware thus far, and as commented above, it was the easiest setup I've experienced in an OS by far.

Need to figure out a way to get dropbox to somehow work and would like to get a command prompt to be able to SSH into the server.

Makes sense. Another article spoke of how documenting the Bush and Obama presidencies will be tough and probably not that thorough, as the juicy bits are written on scraps of paper that are immediately disposed of.

There is a market for an offline, secure technology, like a modern day codex.

Los Angeles, CA - Global Systematic Trading Firm - Permanent/Requires Relocation (onsite only)

Looking for a C++ guy to work with a group of mostly Java developers. Part of the system (mostly low level order routing and data feed management) is built out in C++, so they need a resident expert to be the go to fixer and developer on those parts of the system. This role has a lot of responsibility, if you are into that kind of thing.

Ideally you should have some experience with financial data systems in a trading capacity. Other big things are socket programming and strong knowledge of the network stack. Some core Java is good as well. Very high compensation, and a great location to work.

Apply online http://rcrt.me/gltSHx or check my profile for my email.

Most of this data is for a ten year period. The US has been lucky to have a place like California for the last 2 decades, but that doesn't mean it will be on top forever.

Texas is leading most of these categories (except of course VC funding...) for the last 2 years. Winds are turning. California isn't going anywhere, but they probably wont be the cats meow for the next 10 years.

I am a recruiter and this is pretty spot on. I don't know who the author is, but it sounds like using one recruiter or nothing is the only option and that if you choose to work with a recruiter, you must do what they say.

In reality: Recruiters open doors and give you a shot at a job. Sometimes the firm can't pay what they need to, sometimes the candidate isn't good enough for the role. Thats why recruiting is challenging.

When I approach a hiring process, I am absolutely doing everything I can to make sure the deal has the potential for closing: 1) I do ask for the candidate's compensation expectations. 2) I do ask for the clients compensation expectations for the role. 3) I do frame things for both parties in order to get those expectations to line up. 4) I do share information with both parties on what is happening in the market (sometimes a company will think they need a junior guy with a 80k comp expectation, but if I tell them they are wrong, and that they need some with more experience in the 120k range, they listen). 5) I don't have perfect knowledge of everyone that is hiring in my industry. I'm good, but especially in my niche of Quant Trading, its so secretive, there is just no way I can know everything (unlike realestate brokers that more or less have an industry database they can use to get good info on the market).

Ultimately, I will do what it takes to get an offer on the table. If its too low, Ill try to get more, but sometimes that won't happen and then its up to the candidate to make a hard decision.

Your other points are all valid for executive recruiters (help with resume, deep domain knowledge, real relationships with hiring managers), but the vast majority of recruiters are in paper-pushing process shops where the person you are dealing with is purely gathering resumes, and not selling you in, learning about the market, etc. I know that it seems like splitting hairs, but the difference is huge. If you are making over 100k, dont both with the big companies, find a niche shop or an executive recruiting firm where the recruiter holds the hiring relationships himself. It makes a huge difference.

Wasn't Google planning (or had in beta?) a voice service before buying Grandcentral? It just seems that when you get to the size of Google, if you see a market that you want to get into and that has an easy to acquire, quality product currently being created, why not buy it? You get the double bonus of a working product and some talent.

Bad day for Doerr. Yikes.

Perfect situation to drop "defenestration". Wasted opportunity.

We run a portable hookah pipe business: http://HoboHookah.com. Its pretty boutique, been around for 3 years. Its still a profit loser, but we've been featured on Thrillist, Swagapalooza (YC), WNBC (NY NBC affiliate) and Le Grande Fooding.

Whats been tough? Our first product was over priced by the manufacturer (although high quality) which did not make the first run profitable in any way. The other thing is lack of understanding of retail and manufacturing. We had no idea how the whole retail / wholesale / distributor / manufacturer business worked.

We've learned a lot (as they say: Starting a business is the cheapest MBA money can buy) and I think we'll be able to get profitable in 6-months and probably be able to exit in 2-3 years (there are some ideal buyers for the business).

My first "multimedia" computer was a Pentium 120mhz bought in 1995...Maybe he meant a 166mhz or 266mhz. I think the 266mhz was first released in 1997.

We do a lot of web marketing ourselves (just not SEO): This is a pretty proven method in building an email list. We have double opt in and our conversion rate is through the roof. We make a lot of money off of that pop up.

Shoot me your details, my email is in my profile. Thanks!

We have a pretty good idea on SEO. One of the businesses is a web marketing firm focused on Copy Writing (he's a copy writer). So, we do know the basics and can ferret out BS, but he/we believe good SEO takes time and effort. Neither of which he (or anyone else) has any interest in. Why spend weeks learning and then months implementing SEO, when you can pay someone to do it? His time is more valuable than the presumed cost of paying someone (copy writers also make serious money).