Recover, a YC W21 startup, is hiring a Head of Finance. This role will be responsible for building and managing all finance functions, including accounting, financial planning & analysis (FP&A), fundraising, investor relations, and strategic finance. The ideal candidate has a strong background in finance, preferably within a high-growth startup environment, and is comfortable working in a fast-paced and dynamic setting. They will report directly to the CEO and play a critical role in shaping the company's financial strategy and driving its growth.
Frustrated with LinkedIn's limitations, a developer created OpenSpot, a networking platform prioritizing authentic connections and valuable interactions. OpenSpot aims to be a more user-friendly and less cluttered alternative, focusing on genuine engagement rather than vanity metrics. The platform features "Spots," dedicated spaces for focused discussions on specific topics, encouraging deeper conversations and community building. It also offers personalized recommendations based on user interests and skills, facilitating meaningful connections with like-minded individuals and potential collaborators.
HN commenters were largely unimpressed with OpenSpot, viewing it as a generic networking platform lacking a clear differentiator from LinkedIn. Several pointed out the difficulty of bootstrapping a social network, emphasizing the "chicken and egg" problem of attracting both talent and recruiters. Some questioned the value proposition, suggesting LinkedIn's flaws stem from its entrenched position, not its core concept. Others criticized the simplistic UI and generic design. A few commenters expressed a desire for alternative professional networking platforms but remained skeptical of OpenSpot's ability to gain traction. The prevailing sentiment was that OpenSpot didn't offer anything significantly new or compelling to draw users away from established platforms.
Vibecoders is a satirical job board poking fun at vague and trendy hiring practices in the tech industry. It mocks the emphasis on "culture fit" and nebulous soft skills by advertising positions requiring skills like "crystal-clear communication" and "growth mindset" without any mention of specific technical requirements. The site humorously highlights the absurdity of prioritizing these buzzwords over demonstrable coding abilities. Essentially, it's a joke about the frustrating experience of encountering job postings that prioritize "vibe" over actual skills.
Hacker News users expressed significant skepticism and humor towards "vibecoding." Many interpreted it as a satirical jab at vague or meaningless technical jargon, comparing it to other buzzwords like "synergy" and "thought leadership." Some jokingly suggested related terms like "wavelength alignment" and questioned how to measure "vibe fit." Others saw a kernel of truth in the concept, linking it to the importance of team dynamics and communication styles, but generally found the term itself frivolous and unhelpful. A few comments highlighted the potential for misuse in excluding individuals based on subjective perceptions of "vibe." Overall, the reaction was predominantly negative, viewing "vibecoding" as another example of corporate jargon obscuring actual skills and experience.
Ashby, a Y Combinator-backed recruiting platform, is seeking Principal Product Engineers to join their growing team. They're looking for experienced engineers with strong product sense and a passion for building impactful software to improve the hiring process. Responsibilities include leading the design and development of core product features, mentoring other engineers, and contributing to the overall technical strategy. The ideal candidate possesses expertise in full-stack development, preferably with experience in Ruby on Rails and React. Ashby offers competitive compensation, benefits, and the opportunity to work on a product used by leading companies.
Several commenters on Hacker News expressed skepticism about Ashby's "Principal" Product Engineer role, pointing out what they perceived as a relatively junior-level description of responsibilities and questioning the title's appropriateness. Some suggested the listing was targeted towards less experienced engineers who might be drawn to the "Principal" title, while others wondered if it reflected a broader trend of title inflation in the tech industry. There was also discussion about Ashby's use of an Applicant Tracking System (ATS), with commenters debating the merits of such systems and their impact on the hiring process. A few commenters expressed interest in the company and its product, while others shared anecdotes about their own experiences with similar job titles and company cultures.
The blog post "The Ideal Candidate Will Be Punched In the Stomach" argues against unrealistic job requirements and the pursuit of the "perfect" candidate. It uses the metaphor of a stomach punch to illustrate how life, and by extension a career, throws unexpected challenges. Companies should look for resilient candidates who can adapt and learn, rather than those who appear flawless on paper. The post emphasizes the importance of valuing growth potential and problem-solving skills over a pristine resume, suggesting companies prioritize candidates who demonstrate grit, adaptability, and a willingness to learn from mistakes. Ultimately, it encourages a more pragmatic and humane approach to hiring.
Hacker News users generally found the "punch in the stomach" analogy in the linked article to be overly aggressive and not reflective of real-world hiring practices. Several commenters pointed out that good candidates often have multiple offers, giving them leverage to decline unreasonable requests or hostile interview environments. The idea of deliberately creating stressful interview situations was criticized as ineffective and potentially discriminatory. Some argued that such tactics reveal more about the interviewer and company culture than the candidate's abilities. A few commenters suggested the article was satirical or clickbait, while others offered alternative, more practical advice for evaluating candidates, such as focusing on skills and experience rather than manufactured stress tests.
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https://news.ycombinator.com/item?id=43764185
Several commenters on Hacker News expressed skepticism about the Head of Finance position at Recover, questioning the relatively low salary ($140k-$180k) for the Bay Area, especially given the expectation of managing a Series B/C fundraising round. Some compared it unfavorably to similar roles at larger, more established companies. Others pointed out the potential for significant equity, given Recover's YC backing and growth stage, arguing that this could offset the lower base salary for the right candidate. A few commenters also discussed the pros and cons of working at a mission-driven company like Recover, which focuses on textile recycling, versus a more traditional for-profit enterprise.
The Hacker News post titled "Recover (YC W21) Is Hiring" links to a job posting for Head of Finance at Recover, a Y Combinator-backed company. The discussion generated a modest number of comments, primarily focused on the compensation offered and the company's mission.
Several commenters questioned the listed salary range of $170k-$220k, considering it low for a Head of Finance role, particularly in a competitive market and for a company seeking someone with significant experience. They pointed out that equity, while mentioned, lacked specifics, making it difficult to assess the overall compensation package. This lack of transparency about equity was seen as a potential red flag.
Some commenters expressed skepticism about the company's business model, which involves collecting and processing textile waste. They questioned the profitability and scalability of this model, citing potential challenges related to logistics, sorting, and processing costs.
A few commenters engaged in a brief discussion about the environmental impact of the fashion industry, acknowledging the problem of textile waste but also raising concerns about the potential limitations of recycling as a solution.
There was also a short exchange about the location advantage for the role, with one commenter suggesting that being based in North Carolina might be attractive to some individuals seeking a lower cost of living compared to larger metropolitan areas.
Finally, one commenter raised a more general point about the current job market, suggesting that inflated salaries and titles might not be sustainable in the long run.
Overall, the comments reflect a mixed sentiment. While some users expressed interest in the company's mission, others voiced concerns about the seemingly low compensation for a senior role and the viability of the business model. The lack of detail regarding equity further contributed to the skepticism. The conversation, while not extensive, highlights key considerations for potential applicants and provides a glimpse into some of the challenges faced by companies in the sustainable materials sector.