[HN Gopher] Ask HN: Replacement for Stack Overflow jobs section?
___________________________________________________________________
Ask HN: Replacement for Stack Overflow jobs section?
After stack overflow closes their jobs section, which site would
you consider a replacement, both as employee and/or employer?
Author : dgarud
Score : 134 points
Date : 2022-03-04 14:03 UTC (8 hours ago)
| 0xbadcafebee wrote:
| Somebody please make OkCupid for Jobs. Both employers and
| applicants fill out questions that the community curates (so they
| can be job-specific, industry-specific, etc). Both employers and
| employees get matches via algorithm rather than receiving 100
| random resumes or 100 random job suggestions that have nothing to
| do with you.
|
| Existing sites do this, but very poorly, because they only try to
| detect information out of a resume and detect keywords in a job
| listing. There is only so much data you can gleam from those
| sources and it's highly variable. You need to ask specific
| questions, like "Is Functional Programming the best form of
| programming?" or "Do you prefer asynchronous communication when
| dealing with coworkers?", or "Do you like being in an office?",
| or "Do you like working in finance?".
| BrianOnHN wrote:
| Great idea. Being in the job board business for a decade,
| here's what I think would be the challenges:
|
| 1. Organizational structure mismatch: The people posting the
| jobs don't know the answers to the required questions. Outside
| of startups, job postings may be drafted by a manager, but a
| committee, legal, and/or HR has the final say on what's in the
| posting. An assistant or VA is often the POC when the job
| posting is copy&pasted into the job board. This can be
| overcome, but it's challenge to try to reeducate the
| organization.
|
| 2. Chicken-egg Problem: The challenging part here is that your
| racing against _many_ existing players with large audiences,
| and hoping that they can 't reverse-engineer the solution
| before you catch up.
|
| 3. User Habits: I can't think of any "normal" person I know
| that looks for jobs without some negative catalyst pushing them
| into it. Meanwhile, I imagine that single people are
| incentivized a bit differently. Not that this wouldn't work,
| I'm just not sure if it would work the same as for dating. For
| example, "why would I feel motivated to complete a long profile
| when I can just spam my pre-made resume, since it will be
| required at some point in the future anyway." There are good
| answers to that question, _but_ now you 're entering the same
| re-education waters as in challenge #1.
| rglullis wrote:
| > The people posting the jobs don't know the answers to the
| required questions.
|
| The questions should be answered by all the devs in the
| hiring team. You don't care about the compatibility between
| HR and employee, you care about compatibility between your
| peers and your direct boss.
|
| > I can't think of any "normal" person I know that looks for
| jobs without some negative catalyst pushing them into it.
|
| You can also solve it by making the match between team
| members. This way, companies could even ask their currently
| employees to participate, which means that people would be
| using the website _even if they are not looking for a job
| directly_.
| BrianOnHN wrote:
| I think you might be on to something.
|
| What might a B2B employer-only network look like?
| feoren wrote:
| > The people posting the jobs don't know the answers to the
| required questions.
|
| That is a feature, not a bug: it means that candidates know
| that jobs they see posted on that site have actually been at
| least looked at by the actual team you'll work with.
| Filtering out jobs offers that are just HR buzzword soup
| would be exactly its competitive advantage over Indeed and
| LinkedIn job-spam.
|
| > hoping that they can't reverse-engineer the solution before
| you catch up
|
| Don't worry; they can't. Kodak couldn't even pivot to digital
| and _they invented digital photography_! Huge companies have
| awful, terrible, very bad, no-good software, and leadership
| that has no interest in ever adapting to anything. Besides,
| the niche is different anyway.
|
| > "why would I feel motivated to complete a long profile when
| I can just spam my pre-made resume, since it will be required
| at some point in the future anyway."
|
| Because you're catering to applicants who are picky about
| what job they're looking for. I don't just want _any_ job --
| the list of jobs I 'm qualified to do is vastly, vastly
| larger than the list of jobs I'd ever want to do.
|
| You're not trying to replace Indeed: you're trying to replace
| recruiters.
| BrianOnHN wrote:
| 100
|
| > hoping that they can't reverse-engineer the solution
| before you catch up
|
| >> Don't worry; they can't. Kodak couldn't even pivot to
| digital and they invented digital photography! Huge
| companies...
|
| Yes, b/c Kodak taught us that, better put: hoping that they
| can't _acquire_ a better connected imitator before you
| catch-up.
|
| > You're not trying to replace Indeed: you're trying to
| replace recruiters.
|
| This is spot-on.
|
| My vision is like "talent agents for the rest of us." There
| are additional challenges that I won't mention because
| their knowledge is a competitive advantage at this point.
| But yeah, that's what's up.
| ineptech wrote:
| 4. As a hiring manager, I'd need different "profiles" for
| each team (one team mobs 24/7, another almost never mobs,
| etc)
|
| 5. What I would want as a candidate (a blunt and specific
| "warts and all" description of the team I'm joining) is not
| what employers would provide (vague, HR-y generalities like
| "we use cutting-edge technology" and "we prioritize work-life
| balance"). This was what turned me off from KeyValues.
|
| But I hope these are tractable, because I very much like the
| OKCupid model and would use the product if these could be
| solved.
| BrianOnHN wrote:
| Good additions. I'd like to add that these are all
| challenges that will be faced by all competitors of the
| existing model.
|
| Personally, that's what lead me to focussing on what might
| be the most innovative direction I can fathom instead of
| the incremental direction (aka "this for that" innovation).
| If I didn't recognize that all of the challengers would
| face this same uphill battle, then I myself would've built
| "OKCupid for jobs" by now. It would 10X the pure-spam
| nature of the current market if the execution was done
| well, but current players are too big. To conclude, you
| have to outthink them and create something that can't be
| reproduced with effectively unlimited budget.
| ahmed_ds wrote:
| I like this idea.
|
| I have posted on whoishiring's who wants to be hired threads
| and each time I got half a dozen cold emails from generic job
| boards startups. The entire industry needs to take a step back
| and evaluate their entire process.
|
| The process of evaluating a candidate is technical skills
| first, personality test second. If we flip the entire I wonder
| how effective recruiting could be. At least for entry level
| jobs, I am not sure why technical skills are prioritised over
| personality, enthusiasm and adaptability of a candidate.
| rglullis wrote:
| Oh, man. Where were you 15 years ago?
|
| Around 2007, when there was this wave of "37signals job board
| clones" and I was still living in Brazil, my friend and I
| started a job board focused on the Brazilian market
| (job4dev.com). It was free to post as long as the name of the
| company was provided _and_ the contact was direct with someone
| from the team. No agencies and no clueless recruiters allowed.
|
| At first, there was very little traction. We were doing most
| submissions ourselves. After a few months it started to pick
| some audience (a few thousand unique users/day). We did all the
| "Web 2.0" things from the time: auto-classification and
| filtering by tags, integration with social networks, a company
| wiki, etc.
|
| Our site was featured on some tech magazine as one of the best
| sites for tech jobs. We had a couple of "repeat customers",
| companies that were posting regularly on the site and were
| giving excellent feedback. The one thing that we "forgot" to
| do: _sales and marketing_. By 2008 I was moving to the US,
| right before the big crash, so I was focused on finding any
| kind of job which could sponsor a visa. My friend on the other
| hand was more focused on his day job, and he was just too
| afraid to go to companies that were facing a recession to ask
| "maybe you'd be interested in some paid features"?
|
| I continued moonlighting on job4dev for some years, but because
| I was in the US and because much bigger companies started
| cornering this market, it became mostly a hobby project for me.
|
| All of this to say: guess what was one the things that I _did_
| start to prototype?
|
| Yes, it was "OkCupid for Jobs".
|
| The algorithm is actually simple to implement. I didn't take it
| further because I pitched the idea to some and and no one "(in
| Brazil) knew of OkCupid, and few seemed to care about using
| "algorithmic compatibility matching". Credentials/Education
| Level/Networking were the most important filters.
|
| Anyway, after a while I left the US to move to Germany, and put
| aside job4dev for good. The idea of "OkCupid for jobs" still
| seems to me a good one, and I still wonder why it wasn't picked
| up by someone more competent than me.
| 0xbadcafebee wrote:
| Maybe if somebody gets bored enough they'll start it as an
| open-source project, fund hosting via donations?
|
| I think the key is the right vision to make it work. I see
| replies of "I did the same thing!" but they seem to be
| missing the killer feature: high-quality data. Good data (and
| lots of it) enables better algorithmic matching. To get the
| data, you need gamification. IIRC, OkCupid grew fast because
| bored people would fill out fun surveys, and that generated
| tons of data. So a big part of their site was probably just
| dedicated to "how can we convince people to answer all these
| questions and submit new ones?", and that's much harder than
| just creating a job board.
| balls187 wrote:
| Doesn't OKCupid use algorithms for matching?
| bglusman wrote:
| This was the original vision of the founders behind recurse.com
| (formerly Hacker School) when they applied to YC back in
| 2010...
|
| https://www.recurse.com/manual (citation using this exact term)
| stanislavb wrote:
| I'm working on building a generic "reverse job board" for
| developers - "LibHunt /DEVs" https://www.libhunt.com/devs. I'd
| be more than happy if you give it a go.
| inasmuch wrote:
| Yes, please.
|
| I'd also like to see cover letters replaced by something more
| useful for both parties, like a small set of direct questions
| to answer.
|
| When an applicant applies for a job, she's left to make her
| best guess as to what information the company might find
| useful, and has to find a way to cram that into an awkward,
| stiff, rather bullshitty epistolary format. The hirer is then
| left to try to parse and interpret that to arrive at some
| guesswork notion of whether the applicant might be a fit.
|
| If the hiring company were to instead come up with a list of
| guided questions, they'd communicate and request up front what
| information they need to determine whether a candidate is worth
| meeting (and thereby would be forced to figure this out
| themselves before beginning interviews--an important step often
| skipped). Seeing these questions, the applicant would first
| make a quick judgment on whether she's interested in a company
| or role that wants to know these things, and then if she is,
| proceed to answer them, demonstrating her ability to
| communicate in a much more contextual, engaged fashion, versus
| modifying her own cover letter template or laboring over the
| blindfire of a custom one.
|
| I see only advantages to this approach. It helps companies
| avoid an inbox full of inappropriate applicants who didn't even
| read the job description, and it enables applicants to learn
| more about the company and role up front while breaking the
| monotony of the application grind and having a greater
| opportunity to put their best feet forward by applying their
| personality, knowledge, and experience contextually, rather
| than packing it into a shotgun shell and blasting the job board
| with buckshot.
|
| This may ask for more of an applicant's time than the current
| approach, especially in an era where every job site is trying
| to make applying into a one-click process, but as someone who
| has spent a truly unbelievable amount of time and effort
| looking for jobs (and a fair amount of time hiring), I can
| confidently say the dragnet application approach is
| ineffective, inefficient, and demoralizing compared to
| preparing fewer, better applications for jobs that actually
| interest you.
| memling wrote:
| > I'd also like to see cover letters replaced by something
| more useful for both parties, like a small set of direct
| questions to answer.
|
| This "small set of direct questions," in my opinion, is
| implicit in the job description/duties and desired
| qualifications. Employers lately have had challenges in job
| definition, of course (they seem interested in advertising
| for the company rather than a job, and the job descriptions
| have become increasingly elastic; in their defense, retention
| is hard, and it can be difficult to slot people into single
| roles anymore).
|
| My general practice in responding to job postings is to
| prepend my resume with a table containing the job
| requirements vs. my experience with an estimation of whether
| I meet the requirement (check, dash, X) and a brief
| explanation.
|
| In cases where there aren't any job postings, but I have an
| interest in the company--or if I want to make an impression
| that I'm targeting them--I'll send a cover letter by postal
| mail with a printed resume. Usually it's a few sentences:
| here's why I'm interested, how I might be useful to you, and
| here's a resume with contact information if you want to reach
| out.
| altdataseller wrote:
| What is the response rate to those postal mails you send?
| And who do you address them to (do you find the name of the
| recruiter or just address it to the general company)
|
| That's a very interesting tactic.
| inasmuch wrote:
| > prepend my resume with a table containing the job
| requirements vs. my experience
|
| That's an interesting approach. But what I think gets
| somewhat lost in this, and why I don't quite think a job
| description serves as that set of questions, is that
| there's so much more color and character (culture?) that
| can come through if the questions are good.
|
| For example, a bad question, or something that should
| satisfied by the JD and resume, would be "Do you have
| experience doing X?" If that's important, just say so. A
| better question might be "Why are you interested in
| building X for Y industry?"
|
| I think resumes and job descriptions as they're currently
| written do an okay job of checking off raw qualifications.
| What's missing is clarity and direction for the less
| quantifiable bits. Done right, it could be like a low-
| pressure, no-expectations first interview in lieu of a crap
| email that's tedious to write, tedious to read, and likely
| only helps a hirer understand whether the applicant can
| write a good cover letter.
| jackcosgrove wrote:
| OkCupid succumbed to the swiping apps, and I think a similar
| thing would happen except instead of swiping based on photos
| you would swipe based on salary.
| hunterb123 wrote:
| OKC and Tinder-apps serve a different purpose.
|
| You use Tinder when you don't know what you want or your
| wants are superficial, you use OKC when you know what you
| want/don't want.
|
| Job searches would be similar. For those who don't know what
| they want, the salary is the pretty face. For those who have
| suffered from bad relationships, they have a checklist.
| rsweeney21 wrote:
| Shameless plug: I started Facet (https://www.facet.net/passive-
| search) to do just this. You set your preferences for jobs
| you'd be interested in (salary range, tech stack,
| location/remote, etc) and our algorithm matches you to jobs
| that fit your criteria as they come up. We're adding more and
| more criteria as we go to get the targeting super precise.
|
| I'm a software engineer and I noticed that LinkedIn's business
| model was pay to spam. They charge $3 to send a message to a
| candidate, so their incentive is to have recruiters send as
| many messages as possible so they don't want to make it easy to
| target. Our business model is to charge per hire, so we try to
| be as efficient as possible in matching people to the right job
| and send the fewest candidates we can to hiring managers.
|
| We require companies to give salary and other key information
| in the job postings too.
|
| We're bootstrapped and still early, but it's' been an
| incredible ride so far!
| dgfitz wrote:
| It would be nice to be able to set some filters and browse
| before being forced to make an account. I was intrigued but
| you're probably losing people like me by introducing that
| kind of friction. I understand why you're doing it, I really
| do, just some hopefully helpful feedback.
| alexeldeib wrote:
| Were you not able to? I clicked "Jobs" in the menu bar and
| was able to search without an account.
| hash872 wrote:
| I'd be interested to know what makes your business model
| different from Hired.com, which was basically the same thing,
| right? Just curious as someone who follows the space
| ladybro wrote:
| KeyValues does just this: https://keyvalues.com
|
| "Find engineering teams that share your values"
|
| (No affiliation, just a fan)
| yellow_lead wrote:
| I tried to use this site before but there seems to be very
| few companies and little to no validation of the values (most
| are subjective as to whether a company meets them).
| BrianOnHN wrote:
| As a job board owner, I'm also a fan of keyvalues.com as an
| example of innovation in the market (no affiliation).
|
| That said, I don't see it ever scaling to the mainstream. It
| serves a great niche, though!
| bag_boy wrote:
| What's your job board?
| [deleted]
| danielvaughn wrote:
| What I'd really love to see is a way to find candidates via
| their former employers. As a CTO who recruits in a specific
| industry, I need to find employees who _used_ to work at
| companies A, B, C.
| warrenm wrote:
| Doesn't LinkedIn search more-or-less accomplish this? Look
| for people who have worked for J, Q, and U companies?
| Mezzie wrote:
| This is very industry dependent. Some industries make heavy
| use of LinkedIn, but others never touch it.
|
| For example, if they need educators, LI is pretty useless.
| danielvaughn wrote:
| maybe I haven't looked hard enough, but I find it to be
| pretty difficult to search by that dimension
| htrp wrote:
| Not very well.... even when you pay for their recruiter
| packages.
| abinaya_rl wrote:
| For companies/job seekers: I'm working on a remote job board
| called Remote Leaf[1], a curated remote job newsletter with a
| personalized jobs list based on the user's location/timezone and
| skills.
|
| Happy to provide a special discount for companies posting their
| remote jobs. Just send me a private message on Twitter or
| email(in bio)[2]
|
| 1. https://remoteleaf.com
|
| 2. https://twitter.com/abinaya_rl
| [deleted]
| higeorge13 wrote:
| angel.co is also nice, got my last job from there.
| fredgrott wrote:
| Katz is restarting GeekList to fill that void along with some
| other features
| cushychicken wrote:
| I mean, if you're specialized in FPGA or RTL design, the answer
| is obviously the job board I help run:
|
| www.rtljobs.com
| simonbarker87 wrote:
| There isn't really anything as general as StackOverflow in the
| software world that I can think of.
|
| Everything like https://remoteok.com and https://4dayweek.io is
| too niche. https://keyvalues.com maybe?
|
| I'm building something for career switchers at
| https://CareerSwitchToCoding.com that's nearly ready to go.
| benjaminwootton wrote:
| I know this site likes to stay lean, but a jobs section outside
| of just YC companies would be cool.
| [deleted]
| swilliamsio wrote:
| I hope you'll permit me to gush about the UK job board
| https://cord.co/, I got my last job from there and there is
| something about cord that has forced companies to offer very
| quick turnaround in the interview process, which I greatly
| appreciate. That, combined with almost always having the salary
| and having nicely laid out standardised job descriptions, has
| made it my favourite job board by far.
| napolux wrote:
| Super interesting, thanks for sharing!
| napolux wrote:
| I've spent 10 years in the classifieds (including jobs) market as
| a software engineer...
|
| As employee and/or employer I would go for more local/vertical
| websites/newsletters. There's no community such as StackOverflow
| outside of it, so you have to narrow down your scope somehow.
| Posting on LinkedIn is a mess. I've talked with many people
| looking for devs and they pay a lot of money for a lot of low-
| quality applications, it's even worse for remote companies: If
| they specifically state they look for people in EU timezones
| they'll receive anyway 100+ CVs from India or other countries.
|
| So, LinkedIn is a mess, general job posting websites miss all the
| stuff a developer/company hiring developers needs, I love HN jobs
| but it's too much of a niche, remoteok or similar are too broad
| in scope.
|
| There's space to build stuff and make some money if you play well
| your game.
|
| Shameless plug: I recently launched one newsletter for remote-
| friendly companies hiring Italian developers that already reached
| ~900 subscribers and I already received requests for
| sponsorships. So there's interest in these kind of stuff.
|
| www . fullremote . it
|
| info @ fullremote . it if you want to reach out. :)
| mohanmcgeek wrote:
| > If they specifically state they look for people in EU
| timezones they'll receive anyway 100+ CVs from India or other
| countries.
|
| If they state EU _timezone_ and they receive applications from
| India which is *ahead* by 3.30H or Nigeria which is in about
| the same timezone, I don't see what the problem is.
|
| If they want only people from Europe, they should just say so.
| anf0 wrote:
| Maybe some of those applicants have been willing to move to
| said timezone?
| napolux wrote:
| Plus India is 5/5 and half hours ahead from CET
| napolux wrote:
| India is not EU timezone. Nigeria is probably fine, but the
| guy I talked too was specifically referring to India.
| ianwalter wrote:
| Surprised no one has mentioned https://hired.com
| Oras wrote:
| I'm working on a search engine with TL;DR for the job posting.
|
| You can read the job highlights in a snap and then decide to read
| the full description. You can also search as you type and filter
| jobs with salary or signup bonuses.
|
| Still a work in progress, but you can take a look:
|
| https://www.jobadsnow.com
|
| edit: I forgot to mention that currently, it is US-only jobs.
| dmytton wrote:
| We've been featuring 3 devtools companies that are hiring for
| technical roles in the weekly https://console.dev/ newsletter
| since the start of this year. It's been seeing some very good
| click -> application rates.
|
| We're now in the process of building out profiles on the website
| and are working with the companies to add interesting details
| about things like dev processes, tools used, tech stack, how
| planning works, how on-call works, etc.
|
| Bit different from what SO does/did with our devtools focus. Our
| inspiration is the Joel Test, if anyone remembers that!
| https://www.joelonsoftware.com/2000/08/09/the-joel-test-12-s...
| philmcp wrote:
| - https://remoteok.com/
|
| - https://www.remote.io/
|
| - https://remotive.io/
|
| - https://weworkremotely.com/
|
| - https://4dayweek.io/ (Disclaimer, I'm the founder)
| hurflmurfl wrote:
| For people like me, who have not heard about this:
| https://meta.stackoverflow.com/questions/415293/sunsetting-j...
|
| > Jobs and Developer Story will no longer be supported as of
| April 1, 2022.
| jt2190 wrote:
| Also, previous discussion on HN:
| https://news.ycombinator.com/item?id=30134135
| password4321 wrote:
| Also https://news.ycombinator.com/item?id=30023343
| jader201 wrote:
| Wow, thanks, I had no idea. I even missed the previous HN
| thread on it (I follow HN150 on Twitter, so mostly only check
| out stories that hit 150 points).
|
| What's crazy is that I haven't received a single email about
| them deprecating Jobs. I think they have my most up-to-date
| resume, so I may have lost that (maybe they'll send something
| out later this month, but seems like most companies give a
| longer heads-up when deprecating products).
| BoorishBears wrote:
| I got an email about it from SO.
| Icathian wrote:
| I may be confused. April 1, 2022 is almost a month from now.
| You haven't lost anything yet?
| ams92 wrote:
| I got multiple emails from them about the depreciation.
| randomsilence wrote:
| What's their reason for shutting it down? The older submissions
| mention that they want to focus on managing company images. Why
| would they shut down before establishing the new income stream?
| What happens if it doesn't work out? Will they shut down
| completely in a year or two?
|
| Besides, if they are not operating at a loss, why not keep the
| job board running and improve it until it is the market leader?
| They know what people search. Who is better positioned to bring
| programmers and companies together? What do I miss that makes
| it impossible for them to continue?
| erikon wrote:
| Could it be April Fools'?
| password4321 wrote:
| paging https://www.stackoverflowjobsalternatives.com/
|
| as per https://news.ycombinator.com/item?id=30134135#30160083
| amitm wrote:
| https://angel.co/jobs
| afandian wrote:
| I contacted StackOverflow to see if we could post a job. The
| sales rep said that they only took subscription accounts, not
| one-off postings. They were open and helpful, but as I only had
| one job to post, they said they couldn't help us. It was
| disappointing, as it's the kind of place I'd like our candidates
| to find us!
|
| If you build the replacement, please accommodate places that
| don't have constant churn!
| warrenm wrote:
| Closest I can think of is weworkremotely.com (formerly wfh.io) -
| at least if you're looking for remote work :)
| tough wrote:
| HN who wants to be hired/is hiring threads have so far the best
| ROI I've found.
| trevcanhuman wrote:
| Have you also been added to random job mailing lists ?
|
| A few hours after I posted my first comment on the 'who wants
| to be hired' post I got 'referred' by another person (whom I
| don't know) to a jobs site.
| shime wrote:
| I second this, at least when compared with StackOverflow, Angel
| List and WeWorkRemotely.
| gwbas1c wrote:
| Shhh... We need to keep it a secret!
|
| (Just kidding)
|
| But, worth pointing out: A job board is only good when it's
| low-spam; and that does require some moderation. If we start
| getting lots of spammy / uninteresting jobs; or job posts get
| lots of spammy applications; the usefulness of these threads
| will errode.
| bizzleDawg wrote:
| As a job searcher in the UK I quite liked https://otta.com/. Nice
| concise job listings from mostly great.
|
| No affiliation, I didn't end up taking a role found through them
| in even in the end!
| langitbiru wrote:
| Gergely Orosz put some alternatives to Stack Overflow Jobs:
|
| https://twitter.com/GergelyOrosz/status/1457665269267116034
| nojonestownpls wrote:
| Nitter link for the lazy:
| https://nitter.net/GergelyOrosz/status/1457665269267116034
| BrianOnHN wrote:
| Google for Jobs. It's the job board killer.
|
| I've been operating niche job boards for a decade, starting with
| angularjobs.com (for Angular developers).
|
| Before this, the job ad aggregators (Indeed, Zip recruiter,
| Talent, Talroo, and LinkedIn) were probably* the best bet.
|
| IMO, Google expects a return to business websites posting their
| jobs on their own domain[1]. This way, they can take all the job-
| ad $$$, too.
|
| *99.99% of jobs on most job boards come from these sources, as
| "backfill". The ones that don't use the job ads (and often brag
| about it) are just paying other companies to scrape the same jobs
| from the company webpages so that the "job board" outranks them
| in SEO, and use that "advantage" to sell premium listings. When I
| was working on ETL with these sources, combined there were ~10MM
| unique job postings in the US (late 2020).
|
| Edit: I wanted to add, be wary of job boards that pop up to fill
| this void. Anyone can create a job board in 2 minutes with
| Jobboard.io. However, building an audience, especially one that
| is worth advertising to, doesn't happen as quickly.
|
| [1]
| https://developers.google.com/search/docs/advanced/structure...
|
| Thanks for the down votes. Would love to know which part of my
| anecdote was so offensive to you, though!
| truffdog wrote:
| jobs.google.com?
| BrianOnHN wrote:
| Yeah, but the actual search results aren't on that subdomain,
| try [1]
|
| [1] https://www.google.com/search?q=jobs+near+me#fpstate=tlex
| p&h...
| Oras wrote:
| You had downvotes? Why?
|
| Google are doing pretty good things when it comes to jobs to
| improve candidates' experience. Of course at the end all these
| features are to increase their ads revenue, but isn't that the
| goal for any business?
|
| Here are some quick points about Google for jobs:
|
| 1. You can view jobs from different sources at one place.
|
| 2. Google is highlighting the benefits (US Only right now).
|
| 3. Google is *claiming* to filter out the bad job descriptions.
| I said claiming because I can still see some bad ones.
|
| 4. Directly apply feature. They will highlight the website
| where you can actually apply directly instead of being
| redirected.
|
| 5. Removing expired jobs based on validation date so candidates
| do not see expired jobs.
|
| I wrote a blog post about the new Google for jobs algorithm
| back in October:
|
| https://jobdescription.ai/blog/google-for-jobs-new-algorithm...
| BrianOnHN wrote:
| > You had downvotes? Why?
|
| OP has 1 point. Had 0.
|
| Maybe people read the OP as anti-G?
|
| That said, I agree with your sentiment. It's a natural
| evolution of the market at this point. And it should've
| happened years ago. The other players aren't as good at
| limiting the spam because it's a cash-cow. If Google could
| stop the spam, then they should offer ads now. It would be
| good for workers. And companies will undoubtedly spend more
| money with Google than they do at the much less reputable
| alternatives.
| hankchinaski wrote:
| I built https://golang.cafe as a niche curated job board and
| community for Go. I found myself jobs through it and so did many
| other Go engineers.
|
| What is different to other boards:
|
| - only job postings with clear salary ranges
|
| - no recruiter spam, apply to companies directly
|
| - hand curated and reviewed jobs
|
| - open source
|
| - filter by minimum salary
|
| When I m not looking for a Go job I just go straight to LinkedIn
|
| Also I know there was a curated list of job board alternatives
| here https://stackoverflowjobsalternatives.com/ still all very
| niche I think
| stinkygoose wrote:
| Whos hiring, on hackernews has given me the best replies, I think
| because its slightly personal when you email and say i came from
| hn. It got me a few interviews from which I got several offers,
| one of which I took.
|
| Applying on places like angellist/SO jobs etc gave me little in
| the way of success.
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