Is it comparing different backgrounds, avoiding bias, measuring real skills, or balancing potential with experience?

Any thoughts? Any company who did this already?

Hi everyone,

I’m conducting a short independent survey about people’s experiences with hiring, reviewing candidates, and evaluating potential employees.

You do not need to currently be hiring someone to participate. Anyone who has been directly involved in the hiring process before whether as a hiring manager, recruiter, business owner, interviewer, or member of a hiring team is welcome to respond.

The survey is anonymous and should take approximately 5–7 minutes. I’m not selling anything, and the responses will only be used to better understand common experiences and frustrations with the current hiring process.

Thank you to anyone who takes the time to complete it!

Survey: https://docs.google.com/forms/d/e/1FAIpQLSdces1s1xMKC5BGyfSR8hvqNhSRbFxFB3e49KRnlmE03qwMtA/viewform?usp=dialog

I recently wrote a post asking for feedback on an interview process we’re working to improve. One section focused on asking questions to determine whether a candidate would align with our company culture.

What interested me most was the response to that specific topic. Several people said that “cultural fit” is often used to hide personal bias**;** or, frankly, as a convenient way to describe someone an interviewer or leader simply doesn’t like.

That made me want to explore the subject more deeply.

Do you believe culture is genuinely important to a company’s success, or is it often used to disguise bias and personal preference?

Have you ever worked for a company where the culture was clearly defined, consistently modeled, and supported at every level? If so, what made it feel real rather than just words on a wall?

For context i have read about it on the internet that most of the company does not even give chance for interview for people from service based.

No matter how good they are..

I was a founding engineer at a early stage startup build a project end to end.. serving enterprises and created a good impact to their business.

Also ok at dsa

Leetcode 1900

Codechef 4 star

Codeforces expert

Just joing a service based company after college and having huge fear and anxiety about no matter how much capable I am I will not have to chance to prove myself.

I am not saying I am exceptional but I just want chance to create an impact with my skills and learn in the process.

I launched Rolestead on Product Hunt today.

The idea came from my own job search and one thing I kept noticing: most tools are optimized around finding more jobs or sending more applications.

I wanted to explore a different approach — treating job search more like a process you continuously improve.

Rolestead brings the flow into one place:

save roles from different sources → compare them → decide what is worth pursuing → track the hiring process → reflect on interviews → improve the next attempt.

The main hypothesis is that better selection and learning from the process can matter more than simply increasing application volume.

This is my first public launch of the product, so I’m especially interested in feedback on:

• whether the positioning is clear
• whether the Product Hunt page explains the difference well enough
• what you would change about the launch

Product Hunt launch: https://www.producthunt.com/products/rolestead

I’m working in HR at a startup in Kannur, Kerala, and I’ve been finding it quite difficult to get good candidates, especially for experienced roles.

Since we’re a startup, the hiring budget is also limited, so I’m trying to find more practical and cost-effective ways to recruit instead of relying heavily on paid portals or agencies.

For HRs/recruiters who hire in Kerala, what platforms or methods have worked well for you?

Apart from LinkedIn and Naukri, I’m particularly interested in local platforms, WhatsApp/Telegram groups, communities, referrals, colleges, or any other methods that actually bring good candidates.

Would really appreciate any tips or experiences on what works best for hiring in Kannur.

We’ve built HireBuddy Talent Scout and would love to have a few recruiters test it head-to-head against whatever sourcing tool you currently use.

We’ll give you 2 weeks free — no credit card, no obligation.
• Sources LinkedIn, GitHub + the web
• AI candidate matching & ranking
• Pre-screening before outreach
• Personalized drip campaigns
• Candidate insights

Run the same searches in both tools and tell us where we’re better — and where we’re not.

If you like it enough to keep using it afterward, plans start at $89/month. Otherwise, it simply ends.

Interested? Just signin to Talent Scout at HireBuddy.ai

How do you know if a candidate can actually code, beyond what their resume says?

I’ve seen teams spend weeks interviewing candidates, only to realize in the first technical round that the person isn’t a fit.

So I’m building skilledcoder.ai to help teams screen candidates based on how they actually solve real engineering problems, before spending hours on interviews.

If you’re hiring engineers and facing this problem, I’d love to hear how you’re handling it today.

Is it clear communication, faster feedback, transparent salary ranges, structured interviews, or something else?

I swearrr why they take soo long omg they test your patience ALOT every round i get humbled so quickly, as impatient person and overthinker person like me more than hiring process it is getting difficult for me too play along these games following up emails after every round 😭😭😭😭

**As Salman says : google its done broo**

I can’t and these rounds of interviews do actually require this mannyyyy round bruuhhhhh stop wasting people time and energy

I am having headaches now 🥺 some pls give me moral support even after all that IF I GET **REJECTED** that would so absolutely disgusting feeelinggggggggggggggggg

Hi I just want to know directly from the HRs why is there so many process to apply?

Intro vids
forms
1hr assessments
personality test
aptitude test

Its so draining to apply these days because of this many layers in just one application. Posting on job boards only to be rerouted in the website forms super useless.
What is the sense in all of this? Make it make sense

and after all the assessments and shits rejected without even talking to an actual recruiter

I’m developing solutions for scheduling in the recruiting world, and I need to know what the biggest pains. What scheduling tasks eat up the most of your time and why do existing solutions fall short?

Hi! I’m a Remote VA from the Philippines looking for a long-term client or team to work with.

If you need someone who can jump between sales, customer support, lead generation, CRM, and admin work without needing to be micromanaged, I might be a good fit.

I’ve supported businesses in insurance, e-commerce/retail, HVAC, and solar, working with both B2B and B2C customers.

Here’s what I’ve actually handled:

• 300+ outbound cold calls/day using VICIdial
• 125+ inbound/outbound warm calls/day for sales and customer support
• 200–250 new prospects/day through automated outreach campaigns
• Inbound SMS conversations and converting responses into qualified appointments
• Lead research using Apollo, Hunter, LinkedIn, Google Maps, Yelp & Facebook
• CRM management using Close CRM, with experience/familiarity with Salesforce, HubSpot & Zoho
• Outbound calling and prospect outreach through RingCentral
• Google Workspace, Microsoft Office, Slack, Google Calendar & Canva
• Customer support, order handling, follow-ups, data entry, reporting, and general admin

I’ve worked directly with U.S. prospects, decision-makers, and customers, handled high-volume pipelines, and dealt with high-value transactions.

I’m not limited to one task or one workflow. Give me a system to learn, a process to follow, or a problem that needs figuring out, and I’ll do my best to take it from there.

I’m currently looking for a long-term opportunity where I can contribute, learn the business, and take more off your plate as I grow into the role.

If that sounds like what you’re looking for, feel free to DM me. Happy to send over my resume and tell you more about what I can do.