Rup Jolly

DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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Many recruiters fail to leverage automation effectively. However, by using the CATT method - Craft, Automate, Test, and Templatize - you can significantly enhance your email and LinkedIn response rates. The CATT method involves four key steps: 1. Craft your message sequence and draft your entire campaign 2. Automate it using your CRM 3. Test various approaches, such as A/B testing messages and/or audiences 4. Templatize the most successful messages within your CRM for reuse By examining your results and curating your templates, you can continually refine your messaging and launch future campaigns in minutes, not hours. This process allows you to narrow in on what works well and improve your reach as a recruiter. If you're an agency recruiter considering going independent and want to learn more about leveraging the CATT method, set up a call with me to discuss how our Associates are achieving success with this approach.

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There is an increasing number of states with laws requiring you post the salary range on the job posting. This is good for applicants, but its good for companies too. Your time should be spent talking to the right candidates, that will accept a role if offered. Employers who don't post the salary range are typically a.) underpaying their current employees and don't want them to see what a new employee could get, b.) underpaying, or c.) unaware of the law, skills needed or market in general. If you don't want to share a salary range, understand why and then take steps to fix it. Some tips how to create a salary range and other make sure your hiring process basic are in order->

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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~~~Open call to recruiters / hiring teams that DO use AI tools for hiring~~~ PM me if you use these and would be open to talking about how they help your recruiting or hiring practices on my How I Hire Podcast. I'm open to inviting someone working for a company that produces AI-based ATS tools to the podcast as well. Caveat to this request: Yes, I follow and learn daily from a great tribe of recruiters who explicitly do not use AI tools. I am listening to what you say, and your advice matters to me. But someone out there must be using these tools to even thinly substantiate the pervasive premise that job seekers somehow have to "beat" the system. What *is* this elusive system? If it's out there, and a quick Google search suggests these tools exist, then the rest of us truly want to know. If this is your practice or industry, this is your chance to help us learn from you.

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🤔 Are you constantly battling with multiple spreadsheets and disparate systems to gain an understanding of your organization’s compensation health? You're not alone. HR, Total Rewards, and People Operations professionals often spend countless hours manually exporting and wrangling data just to get a snapshot of their compensation landscape. This time-consuming process can easily become overwhelming. It doesn’t provide the real-time insights you need to spot risks, identify pay disparities, and make proactive pay decisions. Imagine having a firm, constant grasp on your compensation health: 🩺 Have a constant pulse on your spend 🔍 Zoom into the different parts of your business 📊 Analyze pay by department, level, track, and more with visualized segments If you're looking for something that gives you more perspective and control, then let's talk about compensation. Have a chat with our team now ➡️ https://bit.ly/3VIj8pw #HR #Compensation #CompensationHealth #HRTech #Compensation #PayEquity #SmartPayDecisions #EmployeeRetention #HR #TotalRewards

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AI-Powered HR, Now a Reality! Visier Inc.'s new platform revolutionizes data-driven HR decisions.  Read the Latest full News - https://lnkd.in/dm_t_KC6 #Visier #AI #HRtech

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Let's play devil's advocate today. With AI and Candidate Searching, I think it's time for us to allow candidates to create longer resumes. Let's say someone really has 3 or 4 pages of content, who cares. It just makes your ATS / Candidate database more indexable and searchable with more content. Yes, it takes you a moment longer to review the resume, but are you actually preventing that person from moving forward because you couldn't bother looking at page 2 and 3? Now of course, page 1 has to have the right things to intrigue up front, especially if Humans are reviewing the resume. However...with AI and Search, this candidate will be ranked high based on relevance and page 2 or 3 scenarios will not actually hurt them, if anything it will help them having those extra keywords, software, employers, titles and skills listed. Can we normalize this?

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🚀 Beyond Recruitment: Comprehensive HR Solutions for Your Business At Talbridge, we’re not just about finding the right talent—we’re about transforming your entire HR ecosystem. Here’s how we help businesses thrive: 1️⃣ HR Strategy Development: Align your HR practices with your business goals for sustainable success. 2️⃣ Compliance Management: Stay ahead of ever-changing regulations while ensuring operational peace of mind. 3️⃣ Workforce Transformation: Implement innovative processes that boost efficiency and employee satisfaction. 💡 Whether you’re a growing business or an established enterprise, Talbridge empowers you with tools and strategies to unlock your full potential. 🌟 Let’s build the future of your business together. 📲 Visit www.talbridge.in to explore how our HR solutions can work for you. . #HRSolutions #BusinessExcellence #HRTransformation #WorkforceInnovation #TalbridgeIndia #ProcessEfficiency #BusinessSuccess #ComplianceMatters #HRLeadership #FutureOfBusiness #StrategicGrowth #WorkplaceExcellence

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Struggling to find time to connect with top talent? Traditional scheduling creates roadblocks in your hiring process, slowing down your ability to find and secure the best candidates. Introducing moCal, the smart time scheduling app that empowers you to close hires faster! moCal streamlines the interview scheduling process, freeing up your team's time to focus on what matters most - building relationships with high-potential candidates. Here's how moCal can take your hiring process to the next level: Increase initial screens by 100%: Automate interview scheduling and eliminate email back-and-forth, allowing you to connect with more qualified candidates. Reduce time-to-hire: moCal gets the right people in front of you faster, speeding up the entire recruitment cycle. Land your ideal candidates: Create a positive candidate experience by offering a seamless and efficient scheduling process. Stop wasting time on scheduling and start closing deals! Claim your FREE 30-day trial today at https://lnkd.in/dFp8BE_6 and see the difference! - - - #moCal #RecruitingAutomation #TalentAcquisition #HiringEfficiency #HRTech #CandidateExperience #IncreaseInitialScreens #CloseHiresFaster #FreeTrial #RecruitmentSoftware #smartscheduler

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🎉 Success Unlocked! 🎉 A huge thank you to the Plaxonic team and Roshan Kumar for their exceptional partnership! Together, we’ve accomplished something truly remarkable, powered by the hard work and teamwork of Reflik and Plaxonic. Here’s to more milestones on the horizon! 🚀✨ #recruitment #talentacquisition #hiring #staffing #headhunter #USstaffing #recruiters

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🚀 Revolutionize Your Training with TalentCraft! 🌟 Our latest blog explores TalentCraft, the AI-powered content creation tool by TalentLMS, designed to transform eLearning. Discover how Cobblestone Consulting Inc. partners with TalentLMS to deliver cutting-edge, interactive learning experiences that engage and inspire learners. From generating multimedia content to crafting immersive courses in minutes, TalentCraft is the future of training! 💻 Read the blog: https://lnkd.in/eMTdDXhN 📩 Let us help you take your training to the next level—connect with us today! #eLearning #TalentCraft #AITrainingTools #CobblestoneConsulting #InnovationInLearning #EdTech

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Visier Inc. announces the general availability of Vee, its AI-based assistant, offering workforce-specific insights for HR leaders, managers, and executives. Learn about Vee's breakthrough in generative AI, its success during the public preview, and its integrations with Microsoft and Paycor to enhance workforce management. Read the Latest full News - https://lnkd.in/dcGrXnbT Ryan Wong Josh Bersin Ellen Gentile #hrtech #hrtechedge #analytics #workforcesolution #ai #aipowered #aibased #aiassistant #hrinsights #technology

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I'm no longer accepting invites from C2C firms BC/sales staff. Unfortunately, all I get is spam emails asking for roles or skill marketing bench consultants...and despite putting in my job postings, NO C2C...or emailing to say I'll email you if I have something, but please stop emailing me...the spam continues. C2C firms...you do yourself no favors doing this w/ vendors. It shows a lack of active listening skills which is NOT what we look for in partners. #communication #partnerships

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New Article: How to Optimize Your ATS for Better Recruiting Are you using your Applicant Tracking System app to its full potential or is your HR team bogged down by manual recruiting tasks? 🤔 🔑 An optimized ATS is more than just another software app—it's the key that unlocks recruitment success. Check out this in-depth article to discover how optimizing your ATS can streamline the hiring process, saving you time and money. ⏱️💵 🔮  The future of recruitment is all about efficiency and personalization. Maximizing your system’s potential creates a more seamless and engaging experience for both recruiters and candidates alike. Read the article ⬇️ https://lnkd.in/gYm_fN2q #HR #Recruiting #TalentAcquisition #Automation #HRTech

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Time is every recruiter's enemy. But here's a shocking stat: 64% of your talent acquisition time... gone. Just like that. Scheduling interviews. Managing talent workflow. Sourcing inbound leads. Updating Systems ➤ This leaves you with only 36% of your day for: - Strategic hiring decisions - Outbound talent leads - Actually finding top candidates ➤ Here's what most companies don't realize: While you're drowning in admin work... ↳ Your competition is partnering with talent experts. They're building talent pipelines you can't see. They're moving faster on the best candidates. They're reducing their time-to-fill by 50%. ➤ The truth? You don't have to choose between efficiency and quality. At Alliance Networks, we're helping companies: Cut hiring cycles by 19 hours per role Reduce interview-to-offer ratios by 50% Navigate the hiring process in competitive markets Time saved = Talent gained. Isn't it time you got your 64% back? Watch the video to learn more. P.S. Running talent acquisition for a tech company? Let's chat about how we can help improve your hiring efficiency.

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Why Partnering with a Recruiting Agency is a Smart Move for Your Hiring Strategy ⬇️ After reviewing studies from SHRM, LinkedIn Talent Solutions, Glassdoor, Indeed, and Harvard Business Review, here’s what we know about the impact of using a recruiting agency to hire top talent: 🔹 Faster Time-to-Hire: Recruiting agencies can reduce time-to-fill by 30%–50% and speed up hiring processes by 47%. This means less downtime for critical positions. 🔹 Improved Quality of Hire: Employers report a 38% higher quality of hire when using agencies, thanks to access to pre-vetted candidates and passive talent not found through traditional job postings. 🔹 Access to a Larger Talent Pool: Did you know 70% of the global workforce consists of passive candidates? Agencies specialize in tapping into this hidden talent market. 🔹 Cost Savings: While there may be upfront fees, recruiting agencies save costs in the long run by reducing vacancy durations, minimizing bad hires (which can cost up to 30% of an employee’s salary), and improving retention rates. 🔹 Better Retention: Employees placed by agencies are 25% more likely to stay in their roles long-term, thanks to strong alignment in skills, culture, and company goals. 🔹 Expert Guidance: Agencies provide market insights, including salary benchmarks, hiring trends, and candidate expectations. In fact, 76% of hiring managers say recruiters offer input that influences their decisions. If you’re struggling to find the right fit, looking to streamline your hiring process, or planning your hiring strategy for the year ahead, partnering with a Michael Page could be the solution you need. Let’s connect if you’re curious about how this could work for your business! I’d be happy to set up a phone or Teams call. #Recruitment #Hiring #ConstructionRecruitment #ConstructionHiring #ConstructionJobs #ColoradoConstruction #DenverJobs #DenverConstruction Kelley Adams Drake Chambers Kevin Kontchou Josh Hernandez Jonny Cassidy

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