I agree with so many of @JacobKerr17's comments here. - Process beats volume. One of the most annoying parts of recruitment is an A+ team with genuine hunger to hire great people and a budget to actually go get them...only to be ruined by awful process. If you no-show interviews and leave people hanging you have wasted any edge you might have had. - Founders own recruiting. If the CEO isn't keeping strong candidates warm, helping with outreach and insisting on regular pipeline updates to actually *DRIVE* hiring then they should read this guide and do it! - Anti pedigree recruiting. I could rant about this all day. Figure out how to identify great people. If 5% of the entire candidate market worked at a company you consider 'great' then you are missing out on the 95% that did not. There are many many reasons to figure out how to hire great people without fishing in the same tiny pool as everyone else. This is the best playbook so far imo and you should send it to anyone you know who is hiring.

Zuck texts candidates personally, meanwhile you're chasing Stanford/Coinbase grads (expensive, won't work) New playbook from @jacobkerr17: why 5 targeted emails beat 300 spray-and-pray. That scrappy no-name engineer will outship your trophy hire

Why can't i get yeild on my USD / USDC in my @RevolutApp account yet?

The Crypto Social was a huge hit yesterday with over 100 people stopping in for a drink in the (mostly) sunshine. Huge thanks again to Andersen for sponsoring! We even managed to get a group shot with the Stand With Crypto banner 🎉

No two hiring processes look the same. The best candidate might not be looking for a new challenge. You need to: - Maximise the chance of the perfect candidate being sent to / applying to your job - Ruthlessly protect your team from the thousands of CVs that will be completely unsuitable to the job That's exactly what @hirechain_io does! We let anyone registered on our platform share relevant opportunities with people in their network to earn $$. Our team filters all candidates manually and makes sure you only see relevant profiles. We handle all ops (scheduling, chasing references, keeping hiring managers active - all the fun stuff). Hire the people you need - fast. Focus on building your product. 200+ crypto companies use Hirechain to optimise their hiring including @chaos_labs @withAUSD @OstiumLabs @nillionnetwork @DefinitiveFi and many more!

Playbook 8: @kyletymo from @integral_xyz_ applied product thinking to recruiting → Wrote a PRD for hiring → Made engineers own screening → Tied hires to actual revenue 6x cost cut, engineers stopped hating candidates. Recruiting like business works

Bullish @ripdotfun

Season 1 of the Limitless Points Program is LIVE. A new era for Limitless begins NOW. It's time to hand the power to the community! Here's how YOU can be a part of this 🧵

Sat next to someone in a cafe doing their work. Calculations on the calculator app. Searches in google. Simply rawdogging work without an AI in sight just living in the moment.