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. cdavid · 1790204654 · focus · HN ↗

      This is not done everywhere. I've never hired in the US, but worked for companies in Europe and JP, from <100 people companies to FAANG, and all of them opened dedicated listing for every position we had to fill.

      1. sokoloff · 1790205266 · focus · HN ↗

         We do a hybrid of both. Internally, we have a specific job/position code, and externally we have job descriptions posted.

         If we’re hiring 10 senior software engineers, I’ll have 10 position IDs at the start, but we’ll only have one job posting for Senior Software Engineer (assuming there is no difference in the JD).

         I can’t imagine going onto a company site that’s hiring 10 Senior SWEs and seeing 10 identical listings. That would make me doubt their competence.

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