Notes on hiring, security, and how we build Kit.
RTO mandates push out your most senior engineers and slow every hire. The 2026 retention math, and how to set and disclose a work-location policy upfront.
The $100K H-1B fee and weighted lottery rewrote the startup hiring budget. Here is the 2026 playbook for O-1, founder self-sponsorship, EOR, and pipeline planning.
Applications per role tripled to 300+ since 2021 (Ashby). The fix isn't more AI, it's designing first-pass screening as a real pipeline stage.
Candidates are hiding invisible prompts in resumes to game AI screening. Here's the real threat model, and how to defend your ATS like an app-sec problem.
Founding engineer base pay clusters near $195K and first-hire equity near 1.5%, but public sources disagree by $80K. Here's the defensible benchmark.
How to hire a bug bounty / VDP program lead in 2026: salary benchmarks, when to hire, the four core duties, job description, screening signals, and interview questions.
The claim that ATS auto-reject 75% of resumes traces to a 2012 sales pitch, not research. Here is what applicant tracking systems actually do, and how to screen defensibly.
In 2026 lean teams are swapping generalists for specialists hired on measurable impact. Here's how to build a role-specific pipeline per specialist.
When should a startup hire a fractional recruiter? The trigger signals, the cost math vs agency and in-house, and the system both sides run hiring on.
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