Thread

1. Aurornis · 1790183094 · focus · HN ↗

   This statistic constantly confuses people who haven't done hiring.

   If we decide we're going to grow headcount by 10 senior software engineers, we don't copy and paste the same job listing 10 times. We leave it open and collect resumes through that. At a large or fast growing company, we might never stop interviewing and hiring senior software engineers. The listing stays open for a year or more.

   There are also specialty roles where hiring takes months. I've had niche roles open where we didn't get any applicants with any experience on the topic for over 90 days on multiple occasions.

   1. moralestapia · 1790191982 · focus · HN ↗

      I don't think you've actually done any hiring.

      Companies don't need a "software engineer" x100.

      Large companies have teams, and every team puts out a different job description based on their particular requirements, stack, desired experience, etc.

      I've never encountered a scenario where someone wants engineers in bulk and then they'll decide where to place them within the organization.

      1. senordevnyc · 1790208832 · focus · HN ↗

         Multiple big tech companies have historically done exactly this. I got hired at a public tech company as an iOS engineer in 2020 and they made an offer, I accepted, and then I got to meet with the managers of several teams and pick the one I wanted to work with. Single job posting.
      2. sokoloff · 1790249610 · focus · HN ↗

         Almost every place when I’ve done campus recruiting treats it like bulk hiring of good raw talent. I hated it when I first saw it on the employer side, but it’s pretty practical.

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