2015-04-23 22:26:40.62684+02 by Dan Lyke 0 comments
I have talked to a number of recruiters recently. A couple have given me good pitches, I've sent resumes along, but generally I come away from those discussions pretty disgusted: If this is a public face of the company, I'm pretty ambivalent about prospects there.
Last guy I talked to didn't even pretend to know the geography of the area where the company was located, or anything about any of the technologies he asked me for "yes" or "no" answers on, even though I had in fact already provided those answers in email.
Inside Automattic’s remote hiring process is worth a read:
Ultimately, much of your success with hiring will come down to the degree to which your CEO see’s it as a priority (hint: hiring should be a top priority for every CEO). Matt Mullenweg, Automattic’s founder and CEO consistently spends about 20-30% of his time on hiring. To this day, Matt pre-screens every single resume that comes into Automattic. This takes a significant portion of his time (we get lots of resumes).