Notes on hiring, security, and how we build Kit.
Seven steps for defining requirements, organizing assessments, and preparing offers when the founder leads hiring without a dedicated recruiter.
How to hire security engineers without leaning on certifications: run a CTF-style practical challenge as a structured, rubric-scored hiring stage.
Time-to-hire is not one bottleneck. Learn the stage-by-stage conversion benchmarks, why review leaks first, and a 4-move plan to instrument your funnel.
Employer ghosting peaked in 2026: 72% of active candidates go 30+ days with no follow-up. Here's the data and how hiring SLAs close the loop.
What research says about structured interviews, how to build a scorecard, and where ratings still need judgment.
The verified numbers on personalized recruiter outreach vs. generic spam, with distinctions between targeting, message length and follow-ups.
Pay transparency now covers 16 states plus D.C., and enforcers flag overly broad bands as bad faith. How to set a defensible salary range from market data.
Who should a founder hire first? An honest, ordered playbook for your first five seed-stage hires, from founding engineer to sales vs. marketing.
Indeed limited some free job postings and changed feed rules. Check what applies to your account and develop your career site, referrals, and candidate pool.
Displaying items 145-153 of 186 in total