Over the weekend, I built a project that I’d been thinking about for a while: a job board with openings from companies who recently raised venture capital.

The planning, building, and deployment was done by Claude Code while I helped guide it.

There’s still work to be done but in the spirit of moving quickly, I’m sharing this with you all on this list.

The job board is available here — it’s a Vercel domain. It’s own domain is coming soon.

As I’ve said in the past, these collections of jobs that I’ve shared with you all are better than any other site because they pull directly from the websites of companies who have recently raised capital. These are growing companies who are hiring. This version of the job board is better than previous iterations because of the sheer amount of openings.

The plan from here is to keep this updated weekly with new openings and continue to improve.

Happy to share the resources that I used to launch this job board. I could do a full breakdown of how I built this with Claude Code, if that’s of interest.

Emails with feedback, or just to say hi, are welcomed.

Best,

Chris

I’ve been continuing to experiment with using AI to surface remote roles. The result: 81 remote openings, all with salaries, in this Google Sheet.

Why these job round ups are unlike other job boards:

• All positions are gathered directly from company websites (no third-party sites).

• Many of the companies are not included on other job boards, or even identified as remote, which likely means less people applying to these roles.

• All companies have recently raised a fresh round of capital, so we can assume they are growing.

• All positions here are remote and include a salary range.

I think the above makes these lists a unique starting point for your job search, even if you’re only looking to find some salary reference points.

If you’re currently searching for a new role and don’t see positions that match what you’re looking for, reach out and let me know.

—

I’m interested bringing together a small group (5-10 people) to share what you’ve learned about navigating office politics in a remote work setting. Email me if this is something that you’d be interested in joining.

Best,

Chris

As a reminder: This newsletter is dormant. For subscribers: all payments are paused. You can unsubscribe at the bottom of this email to remove yourself.

It’s been a while.

I’ve been experimenting with using AI to surface remote roles with salary ranges. The result: 127 remote openings, all with salaries, in this Google Sheet.

If you think this is interesting, I’d love to hear from you.

Best,

Chris

As a reminder: This newsletter is dormant. For subscribers: all payments are paused. You can unsubscribe at the bottom of this email to remove yourself.

Putting out content is hard. Doing so when you have a full-time job is very hard. I’ve struggled to get out an edition of the newsletter out over the past couple months as I got my feet under me in a new role. But The Nonlinear Project is still here.

In my current role, we’ve talked about connecting with others, external to the company, who can help us level-up. And so I intend to feature interviews with interesting people, at mostly remote companies, who can help me, and hopefully you, level-up, get better at work, navigate the macro uncertainty of your career, and the micro uncertainty of day-to-day decisions.

The next edition of this newsletter will feature an interview with Kevan Lee, formerly VP Marketing at Buffer, and who is now at Polly.

IRL+

I’m reading INSPIRED by Marty Cagan and I came across this line:

"All other things being equal, a co-located team is going to substantially outperform a dispersed team. That's just the way it is.”

I suspect this view to is going to become more popular as we head back to normal, post-Covid life.

While I don’t believe that remote work is infallible, I think the question is really about trade-offs, not absolutes.

Some thoughts on this view:

• If we’re working 50-60+ hours per week, another 5-10 hours is time that could be used more effectively. Startups are about speed, so more time equals longer runway. That commute time also cuts into time that employees could be using to exercise. Employees that spend more time working out are probably more productive, which contributes to the long-term success of the company.

• Remote offers the possibility of designing work environments that get the best out of multiple personality types. e.g. introverts can turn off their camera during a meeting and feel more engaged.

The goal for most startups is acquisition or IPO. I think the question is which approach, in-office or remote, helps you get to that goal more efficiently? To me, more time and the possibility of work environments that get the best out of different personality types tilts the advantage towards remote.

Both of these points for remote work are examples of how remote can be better than real life. How it can be what Phil Libin, Co-Founder and CEO of mmhmm, calls IRL+.

Thoughts on leading

I’m a first time manager at Shakepay. I lead our small but growing Comms team and my overarching goal is to develop organic digital content strategies that help move our customers, and folks hanging on the periphery, closer to the brand.

One of the things that I’ve been thinking about over the past few months is how to lead within a company that’s growing, and changing, quickly. Leading within a company breaks down to two different things, in my mind:

• How do you motivate, inspire, and get the best out of the people that you oversee?

• How can you affect change across the organization?

These are some own incomplete thoughts, inspired by High Output Management and some other readings:

How to get the best out of your team:

• My approach to this question is servant leadership. When someone joins my team the first thing I like to tell them is that I’m invested in their success beyond the role that they’re in now. My goal is to try to find ways to make them better.

Affecting change across the org:

• This, to me, is the area that seems much more difficult. Part of this is in investing in relationships. Admittedly much more difficult in a remote work environment but I think it’s important to schedule time with people from across the company regularly. Get face time with as many people as you can. Build relationships.

• Build social capital.

• Get early wins.

• Tell the story of your wins but also what you’re learning.

The Job Board

This is the best remote job round-up you’re going to find. What you’re looking at when you click the Notion link is a cohort of companies that recently raised Venture Capital and some of the most recent openings made public by those companies. No one is paying for these jobs to be here. They aren’t thoughtlessly aggregated from other job boards. When I had been looking for a role, this is the job round up that I wish existed. Job board with 138+ remote roles.

Links: 

Unplanned time, or slack, as catalytic ingredient for change and reinvention.

From Web 2.0 to Web 3.0: “For the first time, we have the reason and the ability to tear down the feudal castles that control our online experience.” 

“[S]ocial media is just one piece of an interconnected game that spans online and offline spaces. The way you play in one area unlocks opportunities in others. Sharing ideas on Twitter might get you invited to a Discord, your participation in that Discord might get you invited to work on a new project, and that new project might make you rich.”

The pandemic has made a strong professional network more important than ever.

“[I]t's about identifying what comes most naturally to you, and then capitalizing on that, rather than identifying what has come naturally to other people, and trying to teach yourself those skills in order to mimic and recreate their genius. 

“Questions are your best weapon against inertia.”

Who am I?

I lead Comms at Shakepay. We’re a platform for Canadians to buy and sell Bitcoin. We recently passed 600k customers and $3B in lifetime transaction volume. The Comms team is expanding and I’m hiring a Copywriter and Comms Manager, Twitter. Both roles are open to remote within Canada.

Chris

Twitter, Linkedin, Slack

Feedback

Like this newsletter? Click the heart icon.

Back from a hiatus

The newsletter is back from hiatus. Thanks for being here!

Back story: I landed a new role and I’ve been getting up to speed. I’m now leading Comms at Shakepay, a platform for Canadians to buy and sell Bitcoin, as well as Ethereum. I’m hiring a Social Media Manager and there’s many open roles across the company (remote across Canada).

Moving forward: I think it’s time for a schedule that you can rely on. Moving forward, you can expect to see this newsletter once a month in your inbox. You’ll receive it the first Sunday of the month. The next one will be April 4th.

Between editions, we’ll have a community call for members where we’ll talk career tips, connect, and run some Q&As. I’ll run these on Icebreaker because of the collaborative format. The first one will be Saturday March 20th at 12pm EST. Spaces might get capped, so it’s a first-come-first-served situation. If you’re interested in joining, drop your email and a short bio here (open to members).

Questions or comments about any of this? Shoot me an email.

One the things that I’m interested in, as it relates to work and the pandemic, is how things are changing. What are we losing? What’s filling that space? Who is deciding on what’s filling that space? What forces are shaping our work and personal lives?

On the things we’re losing front, participation in the labour force from people with disabilities as a result of the pandemic and an entire category of relationships, acquaintances.

On the things we’re gaining front, wellness apps and Google Street View.

The handful of people that I check-in on from time to time on Twitter who talk about working from home always seem to describe it as a panacea. As an elixir to the problems of office life. As an attainable utopia.

The reality seems much more complicated and nuanced.

About mid-way through that NYT piece on how people with disabilities have been disproportionately impacted by the pandemic, there’s this paragraph:

“Disabled people have been asking to work from home, and it was always no, absolutely not,” she said. “Now that it’s for everybody, it’s OK. You know how many times I’d say, ‘Could I do this meeting on Zoom so I don’t have to find transportation all the way across town?’ and they’d say no?”

It’s heartbreaking that we couldn’t make those types of accommodations before the pandemic.

There’s probably more room now, more so than in the past, for the individual, to crave out professional and personal spaces that work for them.

I’m optimistic that our work and our relationships are changing for the better. But it’s still messy. And that space, that room that currently exists, might not, probably won’t, exist forever.

The Job Board

With over 2k of you on the general list, I just wanted to say something about the job round up.

When I had been looking for a role, this is the job round up that I wish existed. Nearly every company on this list has raised Venture Capital recently. No one is paying for these jobs to be here. They aren’t thoughtlessly aggregated from other job boards. Pound for pound what you’re looking at when you click the Notion link is a cohort of companies that has raised capital very recently to hire and expand, and some of the most recent openings made public by those companies. If you’re interested in working at startup and working remotely, there isn’t a more timely or relevant round up that I’ve found.

Job board.

Q&A: Brady Stevenson, Senior Recruiting Manager, Virta Health

Did this Q&A a little while back. These Q&As are a great opportunity to learn a bit more about how companies that are hiring remotely think about the interview process and what success looks like. Hopefully it can help you craft a stronger pitch when applying or learn which companies you would be a stronger fit at.

Being remote sometimes means different things to different companies. What does being remote mean for Virta Health?

Remote work is part of our company DNA; we’ve had remote employees since the company was <10 people. For us, being remote signifies that you can make an impact and contribute to the Virta mission--to reverse type 2 diabetes in 100 million people--from wherever you are. 

The power to create immense value, regardless of physical location, is apparent every day when serving our patients. Our groundbreaking type 2 diabetes reversal treatment has been delivered virtually since day 1, and the remote care model is a big part of what makes our treatment so successful in serving patients in all 50 states. We are no stranger to creating connections and enabling productivity through a screen on a device! 

In fact, since we serve customers and patients across the country, it’s often even more important to look to remote workers who can help us connect with and better serve those who live in regions outside our physical offices. Of course, the COVID-19 pandemic has greatly broadened the swath of employees that work remotely, and we’re continuing to find ways to create the most supported, enjoyable work experience for both our temporary and permanent remote employees. For instance, to continue facilitating connection across time zones, our fantastic People team has created a variety of events, from a virtual 3-day offsite to Zoom happy hours and morning coffee meet-ups. We’ve also banned meetings outside standard business hours on either coast. These are the types of practices that foster a really strong remote company culture, and are ones that we plan to foster even after the pandemic.  

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Generally, we value skills more than pedigree, and our skills-based interview process is designed to bring that to the forefront. We also value candidates with diverse backgrounds, and it stands out when applicants can show how their experiences translate to the skills of the role.Also, Virtans on the whole are really passionate about what they do. We value the importance of working for a mission-driven company that saves lives and is fundamentally changing healthcare. When a candidate shares that same excitement, it gets us excited. It shows they’re motivated to make a big impact at Virta.

What are some common traits amongst the most successful candidates after you've hired them?

Our most successful hires exemplify our core values, which can be found on our Careers Page. These aren’t just marketing materials -- they truly guide our behaviors and help us make key business decisions. Although all of our values are important, if I had to choose one, “People First” stands out most. It means we take care of ourselves, our peers, and our patients equally.

Virta Health just raised a round of capital. What types of roles do think you’ll be looking to fill over the next 6-12 months as a result of that capital raise?

Our most recent fundraise will fuel growth in all areas of the business, and help bring Virta’s transformative diabetes reversal treatment to even more people. As such, we’re growing teams across the board! 

Coming up, there will definitely be a focus on hiring for technical roles within our Software Engineering, Data Science & Analytics, and Product teams. Our Commercial team will also need to grow considerably as we accelerate our Sales, Marketing, and Customer Success efforts. And last but not least, our Clinical Operations team, composed of Health Coaches and Enrollment Advisors, is also expanding to keep up with our growing patient panel.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Typically, if a candidate doesn’t make it past the resume screen, it means they were not able to show how their skills translate to the duties and level of the role they are applying for. Including a cover letter or tailoring your resume to the specific role you’re applying to is always advised.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Our interview process is designed to evaluate a candidate’s skills relative to the most important skills of the role, so if a candidate didn’t get the job it usually means they a.) don’t have the most important skills for the role to the degree we need or b.) weren’t able to communicate them to us in a way we could understand. Communication skills are really important when trying to explain complex topics in a short time frame, so we always encourage candidates to practice behavioral interview questions at home so they are prepared to talk about their experience. 

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Yes, we offer stock options to every full-time employee at Virta, regardless of where they are located. Stock options are an important part of working at a startup as it aligns the success of the company with that of the employee.

What timezones/geographies do you hire in?

We hire in the United States, in all time zones--come join us!

Some questions for you, dear reader:

• What have you found to be effective at becoming someone influential with your organization?

• How do we think about building the political capital required to bring your ideas to fruition?

• If you feel even mostly adept at this skill, how did you learn it? What tips do you have for others to improve?

Links: No one knows when to keep talking or stop. From The NYT: “Disabled people have been asking to work from home, and it was always no, absolutely not,” she said. “Now that it’s for everybody, it’s OK.” Lockdown is making people love Google Street View. Acquaintances are a casualty of the pandemic. The rise of wellness apps.

Chris

Like this newsletter? Click the heart icon.

Subscribe now

This newsletter is brought to you by me, Chris DeLuca.

I’m in need of a haircut and wondering if it’s wise to travel, even if by car, to a small family gathering for Christmas. I’m tired of Covid and I can’t be bothered to properly capitalize its name or include the hyphenated numerical suffix.

I briefly thought about letting my Spotify membership lapse but then they released Spotify Wrapped, a personalized end of year list with your most played music, and I was lured to stay and learn things about my myself, things I, admittedly, already knew.

If you’re looking to glean something new about the person that puts together these emails, you can listen to my most played song of 2020 while you read on or skim through.

The great wealth transfer

If you’re like me, and you’ve found gratification—bordering on addiction—in an endless stream of TikTok videos, you’ve probably come across a range of socialist/anti-capitalist memes. 

For a while, I’m not exactly sure how long, I’ve realized, probably like you, that there’s greater appetite amongst Millennials, compared to previous generations, for wholesale systemic change. This is not a comment on the merit of that appetite, only that it exists. That AOC is on the cover of Vanity Fair. That there’s something in the zeitgeist.

I’ve also known for a while, probably like you, that baby boomers (hi mom & dad!), have been able to amass vast amounts of wealth. “Adjusted for inflation, the median American household 55 and over has gotten richer since the end of the 1980s, […] while typical households in younger age groups have gotten poorer in the last three decades,” according this Bloomberg piece.

What I hadn't fully considered is how these two things might play off of and inform each other.  

Anyways, this piece from the NYTimes makes mention of a pretty significant event that's going to happen over the next decade: by 2030, we're expected to see the largest wealth transfer in history, from The Silent Generation and Baby Boomers to their Millennial heirs, totalling $30tr. A three, followed by 13 zeros.

That seems like a pretty big event that's going to reshape how an entire generation thinks about work and their place in the world. 

Will Millennials who inherit large sums be motivated to drop out of the workforce and make things on their own? Will the newfound financial security, for many, provide a level of confidence and zen when dealing with office politics? 

At the same time, not all Millennials will have families with wealth to transfer. How will witnessing peers, colleagues, and friends inherit large sums affect their approach to work? How will this event affect a growing movement toward universal basic income (UBI)?

What I think is interesting is that we won't have to wait until 2030; it won't happen all at once on January 1st, 2030. It'll happen slowly, over the next decade. Attitudes will start to change. And, a potential generational rift, in how we think about work, and our place in the world, could emerge. 

Community Q&As

This past Friday, December 4th, I spoke with Gabe Grayum in the #community Slack channel about his career and working remotely. Gabe is a Product Designer with EverTrue. Gabe talked about how he sees the difference between the UI/UX Designer role and the Product Designer role.

UX Strategy is a very senior role some companies use. For me the distinction is maybe that Product design is more aware of product thinking, KPI's, etc, and UX is more about the customer journey. Many companies just use product designer as a replacement for UI designer today, which I'm not happy about.

He also mentioned a common theme that he saw in roles when he was looking for a new one: the lack of strategic thinking involved.

A lot of the jobs I encountered in my search were just looking for someone to make an interface look pretty.

Gabe also touched on how the term “remote-friendly” can mean many different things, which I think is really interesting because the term is used so frequently and there’s no common definition of what’s meant, other than the company isn’t “remote-first.”

'Remote friendly' can mean a lot of different things, but if the company isn't dedicated to remote (as opposed to tolerant of it), it's probably going to be a struggle.

Gabe is a member of the community and landed his current role after connecting with another member, who also works at EverTrue.

I think these Q&As can help connect people together, reveal common pain points in the remote career journey, and, obviously, help everyone build connections at companies that hire remotely.

EverTrue currently has roles open for a Senior Back End Engineer, a VP of Engineering, and in Dev Ops. They'll also probably have Front End and Back End Engineering roles open in Q1, according to Gabe.

Next up, Brian John, Full Stack Engineer at BetterUp, on Friday, December 11th at 3pm EST.

I’ll look to schedule one more Q&A, for Friday, December 18th, before taking a break for a couple weeks for the holidays.

Some questions for you, dear reader:

• To what extent does your role involve strategic thinking? If you’re in a role where you’re thinking strategically, how’d you get there? Have you made the jump into a role that requires strategic thinking while working remote?

• How would you define your company’s culture? If your company talks publicly about its culture, to what extent is their alignment with your lived experience? Do you think culture matters?

Housekeeping:

• Our email career crash course is off and running. It started as a group session and we’ve since broken off and I’m scheduling 1-on-1 sessions with a handful of people. Goal is to land interviews, grow your network, and, maybe, land you a new role. Louis Valenzuela, a UK-based Content Strategist turned Product Designer with experience at companies like BBC Worldwide, Bloomberg Media, SoundCloud, and Tesco, is going to be joining our cold email career crash course (that’s a mouthful) to specifically help designers. If you’re a member and you’re looking for design roles, Louis is here to help. Welcome, Louis!

• Knowledge base. I’ve been gathering resources that I’ve been sharing and centralizing on this knowledge base. This is very incomplete. But if you’re looking for something this will be the best place for you to find it. I’ll continue to add resources weekly and update you when there’s new things that are added. At the moment, this is available for members.

• Book section: the knowledge base contains a book section. There is a canon of books that are widely read amongst founders and people in tech. When I was working on PD Reporter, I would often ask founders for their top book recommendations, and the same ones would come up, again and again. Being at least familiar with the broad themes of these texts could help you differentiate yourself in the job interview. You can currently go through the notes that I put together for Zero to One, a widely referenced book for pre-product/market fit startups. More to come.

Links: Remote work might have visible, long-term effects on our mental and physical wellbeing—one projection of what the average remote worker might look like in 25 years. An a16z podcast on Food as Medicine; key takeaway: “eating healthier makes you healthier, even if you start out sick.” Landing 4 product manager job offers after one month of cold emailing; the email career crash course is driven by this idea: “The online application is a hopeless blackhole that you will likely NOT hear back from.” Gumroad announced that it’s paying its staff the same, no matter where they live. Reddit made a similar announcement recently, with comp tied to the salary ranges of high-cost areas like SF or NYC. This seems to be a growing trend—one that I’m likely to write about in the future—and I’d expect more companies to follow; plan accordingly. Finally, the Job board*.

*note: I put a lot of time into hand-curating a selection of remote openings from companies that have recently raised capital; the majority of openings are from companies that have raised capital in the past week. You’ll get that list when you sign up to receive the free email newsletter. For this recent round up (December 8th, 2020), you’ll receive it in the welcome email.

Subscribe now

In health & increasing amounts of daylight,

Chris ️// tw

Like this newsletter? Click the heart icon.

Two Q&As with hiring managers in this edition of the newsletter. One with Amy Kaminski, Director of Candidate Experience at Root Insurance, and one with Peter Grassi, Director Talent Acquisition at Fast.

Got a template for members to help map out the first 90 days on the job.

There’s a round up of digital health companies that are at least partially remote. Trying out a slightly new format with the job round up.

As always: most of the companies in the job round up have just raised capital. If you don’t see a role that’s a good fit but you love the company, try reaching out to someone at the company for an informational interview. If I can help, reach out.

I have number of templates from tracking applications to weighing priorities during a salary negotiation that I’ll be releasing to members over the next few weeks.

Being remote sometimes means different things to different companies. What does being remote mean for your company?

We are remote right now because of COVID-19 but typically, we are working together in an office setting, whether that be at our headquarters in Columbus, OH, our office in Chicago, or Arizona. We also have a small group of folks working out in California. We were able to go remote essentially overnight as the pandemic started gaining momentum, hugely because of our fantastic IT team. Our company is used to a highly collaborative environment, so it has been important for us to maintain connection even as we’re all working in different spaces. We stay connected through prioritizing video calls (rather than phone calls to substitute face to face conversation), a weekly AMA (“ask me anything”) with our CEO, and making time to check in with each other about our well being and personal challenges.

Amy Kaminski, Director of Candidate Experience at Root Insurance

We recently introduced a flexible work plan called Fast Flex, which gives employees the freedom to choose where they want to work on a given day: in an office, at their home or from any place in the world with a reliable internet connection. We’ve made this a core principle for the company moving forward, not just a temporary policy amid the pandemic. 

Given this evolution, we’re making it easier for employees to move between workspaces. We provide every employee with a $500 stipend to configure a comfortable and ergonomic workspace at home, as well as $75 high-speed internet stipend each month (everyone also is given top-of-the-line tech on their first day including a laptop, keyboard, AirPods, mouse and computer monitor).

Maintaining company culture is an important part of our remote structure. We host virtual events, like happy hours and contests, plus send employees weekly credits for lunch and deliver snack boxes, to keep employees engaged and feel welcome on the team, without the in-person bonding experiences the office provides.

Peter Grassi, Director Talent Acquisition at Fast

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Other than technical knowledge, we tend to get excited about candidates who have demonstrated success in fast-paced hypergrowth organizations in their previous work experience. These environments can be challenging for folks who haven’t experienced them before so it’s helpful when a candidate can bring that experience with them. This typically manifests in having strong convictions/point of views but flexible, as well as the ability to lean into ambiguity since everyone has to be a leader/decision maker to some degree. These candidates can usually share several examples of how they’ve navigated ambiguous problems and executed solutions, or quickly pivoted when something wasn’t going as planned.

Amy Kaminski, Director of Candidate Experience at Root Insurance

We highly value domain expertise and candidates that have worked on product-facing features or solutions at scale. Candidates that have introduced products and services to millions of users in their area of expertise are extremely valuable. Qualifications and hard skills aside, candidates that display an enthusiasm or exuberance in whatever form of expression that reflects their individuality are ones we want to meet. One tell is a candidate that has done self-directed research into Fast and comes prepared with pertinent questions. That delights us.

Peter Grassi, Director Talent Acquisition at Fast

What are some common traits amongst the most successful candidates after you've hired them?

Successful candidates often bring experience from high-growth tech companies where the teams approach product development in a similar way to what we’re doing (i.e. product management, product design/UX, and engineering all work very closely together on different pieces of the overall strategy or vision). They also tend to not be too afraid of failure and know how to take initiative and fail quickly. The most successful people know how to learn something from their failures and don’t let it stop them from experimenting in the future.

Amy Kaminski, Director of Candidate Experience at Root Insurance

Certainly initiative and teamwork. The process of development, irrespective of the particular functional area, is by its very nature collaborative. Candidates that are comfortable working in a team environment and flourish in a participatory environment do well.

Peter Grassi, Director Talent Acquisition at Fast

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Someone applying for many different roles can be distracting or relay a lack of focus for our recruiting team and hiring managers. Additionally, for many of our opportunities it isn’t always enough to have “adjacent” experience to the core skills/experience needed to be successful in the role. Oftentimes, we’re looking for meaningful experience in a tech startup environment and we may need to reject folks who haven’t had the type of experience we’re looking for. That said, we do try to take chances on applicants whenever possible and appropriate.

Amy Kaminski, Director of Candidate Experience at Root Insurance

Each particular case has its own nuance to it. Job descriptions should be guides, not a prescriptive set of criteria. Some incredible candidates may match some but not all of the areas the job description illustrates. That said, candidates that have not taken time to explore and investigate Fast may not fare as well as those that have. 

Peter Grassi, Director Talent Acquisition at Fast

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Our interviews tend to be a mix of behavioral questions and technical skills testing. Unsuccessful candidates often aren’t able to apply their technical skills in conversations with interviewers or through a work sample. If someone is not used to doing a technical interview where they really have to think on their feet, it can be jarring. We do our very best to accommodate a wide range of interview skills and technical abilities, but a common theme is candidates who do great at talking through concepts in behavioral questions but aren’t able to back up those talking points with concrete examples or demonstrated technical abilities. 

Amy Kaminski, Director of Candidate Experience at Root Insurance

A candidate chooses us as much as we choose them, it’s a very symbiotic process. That said, and it sounds simple, thoroughness matters. We have a variety of ways to measure technical capability and candidates that have not taken the time to either complete or explore all the intricacies of the problem generally do not do as well. Details matter and we look for it in terms of thoroughness of the interview answers or in case study presentations. We love when we learn something new from a candidate’s response. We want to see how candidates think and solve problems. Surprise us.

Peter Grassi, Director Talent Acquisition at Fast

Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

We offer stock options depending on the level of the role, so we do still offer these to remote employees if the level is appropriate. Nearly all of our employees are based in the United States and we have not had issues offering equity incentives to employees outside of Ohio (where our HQ is located).

Amy Kaminski, Director of Candidate Experience at Root Insurance

We offer equity to all full-time employees of Fast, regardless of where they live. That said, there are some complexities to delivering equity outside the US and we have a variety of vehicles and instruments we utilize to tackle those scenarios. We want all employees to be owners in Fast -- that shouldn't be limited only to Americans.

Peter Grassi, Director Talent Acquisition at Fast

What timezones/geographies do you hire in?

We hire across the US depending on the role, and we have folks in a variety of time zones. Most are concentrated in the Eastern Time Zone, Central Time Zone, and a few in the Pacific Time Zone.

Amy Kaminski, Director of Candidate Experience at Root Insurance

We’re hiring from anywhere in the world! We’re focused on finding the most talented people regardless of location.

Peter Grassi, Director Talent Acquisition at Fast

A big thank you to: Amy Kaminski and Peter Grassi, as well as Tom Kuhn (Director of Communications at Root) and Mary Jenkins (Account Coordinator at Mission North).

Backend Role

I wanted to highlight one role that’s posted in the engineering round up. It’s a backend developer role.

Here’s some of the details: Java/Ruby, 5+ years of experience. Salary between $110-$140 (with flexibility). Stock options. Steady growth; not a rocket ship. $2k annually for professional development. Unlimited vacation.

I’ve spoken with the VP of Product and this sounds like a great work culture. If you fit the bill and are interested in connecting with the team, shoot me a message.

Some other things

• Digital health startups: I compiled a partial list of digital health startups that are either partially or fully remote, based on CB Insights’ Digital Health 150 Report. The list is available here, along with a link to each career page. Note: for the most part these are not included in the job round up below. In addition, I’ve opened voting on the best digital health startups to work at. If you have experience working at any of these companies, you can vote here.

  I’ll announce the results by the end of October and I’ll look to reach out to top companies for Q&As on their hiring process and working remotely.

• 30-60-90 template (members)

• Not Remotely Optional

Job Round Up

Trying something new. I’ve separated out roles onto their own board. Some jobs have been added since this was posted in the Slack group, so it might be worth have a quick look through even if you’ve already done so.

Engineering (101);

Frontend (16);

Product (25);

Data (21);

Marketing (36);

Design (14);

Sales (44);

Ops/Support/Other (56).

Talk soon,

Chris ️

Like this newsletter? Click the heart icon.

Being remote at Cedar means that you should expect the same level of inclusion, access, and opportunity as any other member of the team. When we moved into a new New York office space last year, we designed and implemented tech solutions and meeting habits with our non-office-based colleagues in mind. Those investments are a big part of what has allowed Cedar to so successfully transition to a fully distributed model while the world confronts the COVID-19 pandemic. Having a sustained focus on inclusion, collaboration, flexibility, and autonomy no matter where our team is working from allows us to deliver a consistent experience to and empower our entire team to do their best work.

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

During the application process, one of the ways candidates can stand out from other applicants is by providing all the information and materials our recruiting team needs upfront. This includes sharing a clear and well-written resume (make sure to triple check your resume for errors, and if possible, include quantifiable achievements that show the value you could add as an employee). Candidates who submit thoughtful and personalized cover letters definitely stand out; we appreciate the extra time candidates take to share their excitement for the opportunity and who carefully review job postings to share how the role ties into their experiences. Also, please take the time to fill in all the application fields such as adding links to requested profiles like LinkedIn and portfolios. Another tip is to utilize your network -- if you know of somebody who works for us, use that connection! Our team is always happy to connect with people we know to discuss Cedar and point you in the right direction if there is mutual alignment. 

What are some common traits amongst the most successful candidates after you've hired them?

To find candidates who will thrive and be successful in our environment, we keep our company values at the forefront of our hiring process! We actively evaluate every candidate that interviews with Cedar for alignment with our values. Our core values include: 

• Focus on our vision: Every individual, team, and the entire company should be passionate about striving towards our vision.

• Be positive: To transform the industry and ourselves, we maintain perspective, learn from our setbacks, and strive for continuous improvement.

• No mediocrity: We constantly raise the bar on our performance and hold ourselves to the high standards required to make a change in a complex industry.

• Good judgment: Our daily decisions must be data-driven, based on our current and accumulating knowledge and the embodiment of our core values.

Cedar just raised a round of capital. What types of roles do think you’ll be looking to fill over the next 6-12 months as a result of that capital raise?

Cedar is fortunate to be in an industry that is growing even amidst the global pandemic. As we scale externally with clients, the Cedar team needs to scale internally across departments. We are hiring technical roles in Engineering, Product, Implementations, and Data Science. Our non-technical roles include positions in Product Design, Sales, Operations, and Accounting.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

As Cedar focuses on inclusivity, we know that candidates will not all fit in a predetermined box of requirements. So we often will speak with candidates even if they don’t check off all the requirements on a job description. Candidates who speak with us in a preliminary call and do not pass the initial screen typically don’t ask questions about Cedar or our mission. If a candidate shows interest in Cedar, even if they’re not the right fit for the role, we’ll often suggest another path for them.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Candidates who don’t make it through the interview process typically haven’t taken some time to prepare. Whether it is presenting a case study or coding a technical challenge, a candidate should take time to prepare and ask questions prior to an interview. We’ll always give a candidate information about what to expect during an interview, and it’s helpful for a candidate to engage with us prior to their interview day!

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

We offer stock options across geographies and are not limiting the opportunity to be granted Cedar stock options to those who are office-based.

What timezones/geographies do you hire in? 

We currently have team members in all US time zones.

We have always prioritized creating a supportive and flexible work environment, and prior to the pandemic, the majority of office-based employees typically worked at least 1 day per week from home, and 30% of our workforce was totally remote.  Once the shelter-in-place orders took effect, we immediately closed our three offices and had all of our employees work remotely. Due to the nature of our business, we are fortunate to be able to allow our employees to continue working remotely indefinitely until it is safe to return to our offices. In the future, we will continue to develop our capabilities to support our distributed workforce, with options to work remotely and use our offices for team meetings, events, and desk hoteling.

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Standout candidates have done their research on the company and can clearly articulate their personal value proposition and why they want to join.  They explain how their unique set of experiences and skills enhance what we have built to date at Evidation.

What are some common traits amongst the most successful candidates after you've hired them?

We have put a lot of thought into defining our values: put individuals first, challenge each other and state your good intent, go fast while maintaining quality and integrity, and work to win together. Those who succeed at Evidation are curious and collaborative, have a growth mindset, and are accountable to one another.

Evidation just raised a round of capital. What types of roles do think you’ll be looking to fill over the next 6-12 months as a result of that capital raise?

We are still hiring steadily in engineering, and are always looking for strong candidates in data science and machine learning for current and future roles. I also anticipate that there will be additional positions opening up on our commercial and quality/regulatory/clinical teams.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Submitting generic resumes that don't provide enough context on what a candidate did or accomplished at their past job(s). For example, roles like product manager or project manager are fairly broad and mean different things at different companies. If we can't tell from the resume and/or cover letter what a candidate's day-to-day responsibilities were and how they potentially match to the experiences and skills we are looking for at Evidation, then we most likely will pass over that candidate in lieu of someone who does a better job in helping us connect those dots.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

Not having a good answer as to why they want to join Evidation, especially for candidates applying for roles in departments like engineering who can potentially find work in a variety of industries. In addition, not being able to engage and build rapport with interview team members representing other departments is also a red flag since so much of what we do at Evidation is cross-functional in nature. Given that all of our employees are currently working remotely during the pandemic, the ability to develop those connections over a video conference interview is now paramount.

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Our compensation packages are similarly structured across all employees regardless of location, including equity in the company.

What timezones/geographies do you hire in?

We have employees in 5 countries (including the US) and 19 states (including California).

Severalnines has never not been a remote company. Since its founding in 2011, we have followed the philosophy of hiring the right people no matter where in the world they work. 

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Hiring for an exclusively remote position requires a particular type of individual. We do not have the luxury of being able to supervise constantly, so an applicant must be able to demonstrate discipline and self motivation. In some cases, employees might not be able to meet their boss in person until year two of their employment.

What are some common traits amongst the most successful candidates after you've hired them?

The perfect candidate is skilled both technically as well as being a clear communicator. Working remote requires individuals to communicate at 2X the amount needed for a traditional, in-office, role.

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Most positions generally get hundreds of resumes. As someone who has screened resumes most of my career, I can tell you that no matter what people say no one reads them all. Its critical to keep your resume short and concise and to introduce yourself quickly at the top if you wish to make an impression.

Same question but for the interview process. What do unsuccessful candidates that didn’t make it past the interview process have in common?

It does not matter what it is, but an applicant who does not show a passion in something never makes it past the first interview. As we are a technology company, a passion for tech stack is great, but being a small company we also need folks who are passionate about a variety of other areas, some may be presenters, others passionate about staying on top of the latest tech news. When passion fits nicely with a job, that's when magic happens.

Offering stock options cross border is often difficult because of local regulations. Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Our company is privately owned so rewarding our employees takes other forms. For example, our team has met annually (every employee from around the world) in a new city in Europe of the Middle East since 2015.

What timezones/geographies do you hire in? 

At last count we had employees from 20 different countries. We hire across the world and across all timezones.

I’ve reached out to a number of emerging and high-growth startups to help you understand how key decision-makers think about the hiring process for remote candidates at their companies.

Three companies featured in this issue:

• Severalnines a Kalmar, Sweden-based creator of advanced data management products for open source databases.

• Evidation Health is a San Mateo, CA-based company that enables anyone to participate in ground-breaking research and health programs. Evidation announced a $45M Series D round in July.

• Cedar is an NYC-based patient engagement and financial technology company. Cedar announced a $102M Series C round in June.

If you’re thinking about applying to any of these companies, go through their responses and take their advice to give yourself an unfair advantage.

The next issue will include Q&As with the following companies: Density, Root Insurance, and Fast.

After that, I’ll step back to evaluate how to improve these Q&As. The format here will almost certainly morph. Perhaps we’ll focus on one question per issue. Or we’ll go industry or role specific. Send me your feedback on how these Q&As can help you grow your network, understand a specific company’s hiring process better, and, ultimately, get hired at your dream company/role.

Being remote sometimes means different things to different companies. What does being remote mean for your company?

Severalnines has never not been a remote company. Since its founding in 2011, we have followed the philosophy of hiring the right people no matter where in the world they work.

Forrest Lymburner, VP of Marketing at Severalnines

We have always prioritized creating a supportive and flexible work environment, and prior to the pandemic, the majority of office-based employees typically worked at least 1 day per week from home, and 30% of our workforce was totally remote.  Once the shelter-in-place orders took effect, we immediately closed our three offices and had all of our employees work remotely. Due to the nature of our business, we are fortunate to be able to allow our employees to continue working remotely indefinitely until it is safe to return to our offices. In the future, we will continue to develop our capabilities to support our distributed workforce, with options to work remotely and use our offices for team meetings, events, and desk hoteling

Bertina Yen, VP of People and Operations at Evidation

Being remote at Cedar means that you should expect the same level of inclusion, access, and opportunity as any other member of the team. When we moved into a new New York office space last year, we designed and implemented tech solutions and meeting habits with our non-office-based colleagues in mind. Those investments are a big part of what has allowed Cedar to so successfully transition to a fully distributed model while the world confronts the COVID-19 pandemic. Having a sustained focus on inclusion, collaboration, flexibility, and autonomy no matter where our team is working from allows us to deliver a consistent experience to and empower our entire team to do their best work.

Liz Ratto, Head of People; Krysta Kucinski, Technical Recruiter; Grace Pennington Recruiter at Cedar

What does a stand out candidate during the application process look like? What most impresses you about a prospective hire?

Hiring for an exclusively remote position requires a particular type of individual. We do not have the luxury of being able to supervise constantly, so an applicant must be able to demonstrate discipline and self motivation. In some cases, employees might not be able to meet their boss in person until year two of their employment.

Forrest Lymburner, Severalnines

Standout candidates have done their research on the company and can clearly articulate their personal value proposition and why they want to join.  They explain how their unique set of experiences and skills enhance what we have built to date at Evidation.

Bertina Yen, Evidation

During the application process, one of the ways candidates can stand out from other applicants is by providing all the information and materials our recruiting team needs upfront. This includes sharing a clear and well-written resume (make sure to triple check your resume for errors, and if possible, include quantifiable achievements that show the value you could add as an employee). Candidates who submit thoughtful and personalized cover letters definitely stand out; we appreciate the extra time candidates take to share their excitement for the opportunity and who carefully review job postings to share how the role ties into their experiences. Also, please take the time to fill in all the application fields such as adding links to requested profiles like LinkedIn and portfolios. Another tip is to utilize your network -- if you know of somebody who works for us, use that connection! Our team is always happy to connect with people we know to discuss Cedar and point you in the right direction if there is mutual alignment.

Liz Ratto, Head of People; Krysta Kucinski, Technical Recruiter; Grace Pennington Recruiter at Cedar

What are some common traits amongst the most successful candidates after you've hired them?

The perfect candidate is skilled both technically as well as being a clear communicator. Working remote requires individuals to communicate at 2X the amount needed for a traditional, in-office, role.

Forrest Lymburner, Severalnines

We have put a lot of thought into defining our values: put individuals first, challenge each other and state your good intent, go fast while maintaining quality and integrity, and work to win together. Those who succeed at Evidation are curious and collaborative, have a growth mindset, and are accountable to one another.

Bertina Yen, Evidation

To find candidates who will thrive and be successful in our environment, we keep our company values at the forefront of our hiring process! We actively evaluate every candidate that interviews with Cedar for alignment with our values. Our core values include: 

• Focus on our vision: Every individual, team, and the entire company should be passionate about striving towards our vision.

• Be positive: To transform the industry and ourselves, we maintain perspective, learn from our setbacks, and strive for continuous improvement.

• No mediocrity: We constantly raise the bar on our performance and hold ourselves to the high standards required to make a change in a complex industry.

• Good judgment: Our daily decisions must be data-driven, based on our current and accumulating knowledge and the embodiment of our core values.

Liz Ratto, Head of People; Krysta Kucinski, Technical Recruiter; Grace Pennington Recruiter at Cedar

What do unsuccessful candidates didn’t make it past the initial resume screen have in common?

Most positions generally get hundreds of resumes. As someone who has screened resumes most of my career, I can tell you that no matter what people say no one reads them all. It’s critical to keep your resume short and concise and to introduce yourself quickly at the top if you wish to make an impression.

Forrest Lymburner, Severalnines

Submitting generic resumes that don't provide enough context on what a candidate did or accomplished at their past job(s). For example, roles like product manager or project manager are fairly broad and mean different things at different companies. If we can't tell from the resume and/or cover letter what a candidate's day-to-day responsibilities were and how they potentially match to the experiences and skills we are looking for at Evidation, then we most likely will pass over that candidate in lieu of someone who does a better job in helping us connect those dots.

Bertina Yen, Evidation

As Cedar focuses on inclusivity, we know that candidates will not all fit in a predetermined box of requirements. So we often will speak with candidates even if they don’t check off all the requirements on a job description. Candidates who speak with us in a preliminary call and do not pass the initial screen typically don’t ask questions about Cedar or our mission. If a candidate shows interest in Cedar, even if they’re not the right fit for the role, we’ll often suggest another path for them.

Liz Ratto, Head of People; Krysta Kucinski, Technical Recruiter; Grace Pennington Recruiter at Cedar

Does the company offer stock options to remote employees? And if not, is it that web of local regulations that’s holding the company back?

Our company is privately owned so rewarding our employees takes other forms. For example, our team has met annually (every employee from around the world) in a new city in Europe of the Middle East since 2015.

Forrest Lymburner, Severalnines

Our compensation packages are similarly structured across all employees regardless of location, including equity in the company.

Bertina Yen, Evidation

We offer stock options across geographies and are not limiting the opportunity to be granted Cedar stock options to those who are office-based.

Liz Ratto, Head of People at Cedar; Krysta Kucinski, Technical Recruiter with Cedar; Grace Pennington Recruiter with Cedar

What timezones/geographies do you hire in?

At last count we had employees from 20 different countries. We hire across the world and across all timezones.

Forrest Lymburner, Severalnines

We have employees in 5 countries (including the US) and 19 states (including California).

Bertina Yen, Evidation

We currently have team members in all US time zones.

Liz Ratto, Head of People; Krysta Kucinski, Technical Recruiter; Grace Pennington Recruiter at Cedar

Qs for you:

What do you want more of in terms of Q&As?

What questions do you want asked?

What companies do want me to speak to you?

How I can I help you get your foot in the door at your dream role?

A big thank you to: Forrest Lymburner, Bertina Yen, Liz Ratto, Krysta Kucinski, Grace Pennington, as well as Jenny Fiegoli (Content and Communications Director at Cedar) and Amy Puliafito (Marketing and Communications Consultant working with Evidation).

Membership

Our members include engineers, product designers, marketers, and account executives with experience at companies like Amazon, Google, 1Password, and BetterUp. Members join because they’re frustrated with the job hunt, looking to grow their networks, and to give themselves an edge in a competitive job market.

Subscribe now

Talk soon,

Chris ️

Like this newsletter? Click the heart icon.

I have a number of Q&As with companies that are hiring remotely that are in the works but are not quite ready to go out yet. I wanted to hold out sending the next issue of the newsletter until those Q&As came together; I’ll instead include them in a separate issue over the next week. In the meantime, let me know if you have any questions that you like to ask startups that are hiring remotely about their application process, culture, what they value in a remote hire or anything else.

❶ Not Remotely Optional

Inspired by Index Ventures’ Not Optional initiative, I’ve created Not Remotely Optional to bring attention to companies that offer stock options to at least a portion of their remote staff.

At present, the project has 50+ companies that I’ve gathered together. If you’re looking for your next remote role at a startup, I encourage you use Not Remotely Optional as a jumping off point. Most of the info here is from AngelList and is highly reliable.

The company info includes the types of roles that they’ve recently had open where stock options were advertised as part of compensation and the geographies where they’d consider hiring.

The focus on stock options isn’t to the exclusion of a livable base salary; all companies here were/are offering stock options and a salary.

From here, I intend to use this as a means of starting conversations with all of these companies, and I’ll continue to add to this list. The goal here is really to shine a light on remote companies that are offering stock options, to encourage more to do so, and to potentially start a larger conversation about the barriers that are in place to offer cross-border stock options in some jurisdictions.

The other goal is that in starting conversations with these companies I can learn 1) about their hiring practices and culture to give all members of this community a leg up when applying, and 2) to try to directly connect members of this community with open roles there.

Not Remotely Optional

Questions, comments, feedback: Email me.

❷ Pre-Application Process

What are the series of things that you should do before you actually begin applying for your next role? That’s something I’ve been thinking about lately. The pre-application process sets up the foundation for the job hunt. What steps can help you reduce some of the inevitable stress and anxiety that comes from applying? What steps can increase your chances of successfully landing a job, or better yet, a job that you want? It’s something that I’m going to come back to, explore, expand on, as I gather resources. Below are a few tips to help set a strong foundation for your next job hunt:

• Figure what type of job you want. Obviously, this might seem self-evident. But it’s worth writing down what type of company you’d like to work at, what type of role you’d like to land, what you want to be doing on day-to-day basis, and perhaps some things that you’d like to avoid. It’s a living document. Go back and refine it as you move through the process.

• Set up a schedule. Key to not feeling overwhelmed. Block off chunks of your calendar for specific tasks (e.g. finding roles, crafting a cover letter).

• Master resume. Gather together all info from previous roles in one doc. Add everything. I offer to help members by reviewing and providing feedback on their CV. One problem is that it’s difficult to suggest what else might be added to a bullet point, how else the narrative of your career journey might be told, or what else to emphasize for a specific role because I have a limited view of what you’ve done in each role. This will help. It’ll also help as you craft different versions of your CV, tailored to different roles. Here’s a good guide.

• Update your CV. One important note: one column CV might be best for getting past ATS. But if you have someone’s email address and you’re reaching out directly, I’d opt to go with a two column layout.

• Make a list of contacts and reach out to them. Try asking for referrals.

• Update LinkedIn.

• Try posting content regularly.

• Work on your 2-3 sentence bio. Figure out how to concisely answer the question every interview begins with: “tell me about yourself.” Highlight hard and soft skills. If you’ve worked at a name brand company, name drop them. Then practice. If you’ve got a good one, and you’re open to sharing, send it over or pop it in the community channel on Slack.

Are you looking for a connection before you apply to a specific company. Send me an email with the company you’re looking to get hired at and I’ll put a call out in the Slack group to see if someone has a connection.

❸ Breathing Techniques to Get Things Done

Applying to jobs can be a difficult thing to get motivated to do or it can be completely distracting, as you feel pulled in a million different directions, with a long list of things to do. Here’s a couple breathing techniques from neuroscientist Dr. Andrew Huberman’s that will help you focus.

• Two techniques (starting at about 1:16:57):

  1. Some people aren’t aroused or motivated enough. Can’t send the email, get the project done, do the next thing on the to do list.

     For this state, you need to get good at taking yourself from low energy to high energy; learning how to self-generate adrenaline. You need to practice super oxygenated breathing: take 25-30 deep breathes in through the nose and out through the mouth.

  2. Some people are in a constant of being drawn off course. You have difficulty putting the blinders on. Learning to calm the nervous system here is very powerful.

     For this state, you need to practice physiological sighs: two inhales, followed by an extended exhale. Not just a deep breathe. It’s that specific breathing pattern. Sometimes you only need one of these double inhales, and sometimes people need two or three.

❹ Writing Practice (Zoom)

We should all strive to be better writers or written communicators. Regardless of the role that you’re after, or your career aspirations, it’s a skill that will set you apart from everyone else that you’re competing against–for a job, for followers, for investors.

If you’re interested in improving your writing, whether that’s for a cover letter, or for blog posts, or for anything else, I’ve slotted a half hour in my calendar daily for practice. For those interested in improving, come meet daily, via Zoom. There won’t be any talking; the group will hold each other accountable. If you’re interested, shoot me an email.

On that note, Alexander Chee’s book ‘How to Write an Autobiographical Novel: Essays’ is a book that you should read, consume, digest, and that can help you become a better writer, even if you don’t want to write an autobiography. It’s fantastic.

Housekeeping:

• 1-on-1s: I tested out a tool to automate the 1-on-1s in the Slack. For the time being, I’m going back to the manual process. If you want connect with someone from the community, shoot me an email with “1-on-1s” in the subject line and your brief bio.

• Talk to me: Regardless of whether you’re a paid member or on the free list, I want to know how I can help you. What part of the job hunt process are you stuck at? Are you looking for a connection? Do you want to know more about negotiating and compensation? Shoot me an email. This is open-ended. Tell me some things about you and where you’re at. It’ll help keep you top of mind for when something comes up.

• Two wins to highlight: Gabe recently landed a new design role after making a connection in the Slack group, and Christine recently rebooted her resume with the minimalist CV templates and landed a new customer success role. Congrats to both!

Chris ️

Like this newsletter? Click the heart icon.

You can view all jobs on this Notion board.

Problems viewing? Email me