Alex Kedra

@omgsidewalks In Spain they work 8-2 and 8:30 they have a break for a breakfast, and usually at 1pm for a lunch

I’ll never understand why banks, knowing that most of their customers work from 8 to 6, close at 4.

Hey @roboflow I don’t usually do this, but this role stuck with me. You’re hiring a Technical Recruiter and I’ve spent the last few years working closely with teams like 0x, Matter Labs and Protocol labs building hiring systems for technical roles in AI/infra environments. I’ve also actually used @roboflow in practice for over a year, which I suspect isn’t that common from the recruiting side. Most of my work has been around figuring out how to find strong candidates that don’t show up in normal pipelines, and helping teams understand what “good” actually looks like beyond interviews. Feels very aligned with how you think about hiring. If anyone on the team is open to chatting, I’d really love to connect.

@motivasyonhane Recruiter here, no most people don’t say something like this. If they been approached by the recruiter they know the range and they are giving you exactly this range or if they are looking more the. They are communicating this.

MAAŞ GÖRÜŞMESİ SIRASINDA: "Maaş beklentileriniz nelerdir?" Çoğu kişi şöyle der: "Esnekim, şirket ne kadar adil bulursa o kadar." KAZANAN CEVAP:

@rackSpreader1 Recruiter here, people tend to over complicate for themselves. Don’t try to be a smartass, go with patters use your fundamentals and you will be fine

why leetcode so fucking hard man

@mrmikeMTL not in Poland

People who went to high school: Did you actually dissect a frog in science class?

@softboywin at least they sent you rejection, keep applying, tag them in your posts etc make yourself visible

Got a job rejection, saw the company post the same job again, so I applied again. I decide when we’re done

Hiring: Growth Associate | NYC | $150-200k OTE + Equity I'm working with a hypergrowth AI startup that's looking for a Growth Associate to work directly with the Head of Growth and help scale the business from strong product-market fit to nine-figure ARR. This is a high-impact, cross-functional role spanning growth experiments, campaign execution, events, product-led growth, and analytics. You'll collaborate closely with Growth, Sales, Product, Customer Success, and the founders, with plenty of ownership from day one. They're looking for someone with 1–3 years of experience in growth, consulting, or finance who is analytical, highly resourceful, and excited to thrive in a fast-paced startup environment. $150-200k OTE + equity. Based in NYC (5 days/week in-office).

While looking for my next recruiting opportunity, I've picked up a few freelance searches. Hiring: Founding Senior HR Generalist / People Operations Lead | San Francisco | $160-185k + Equity A well-funded Series A AI startup that's looking for its first dedicated HR/People Operations hire. This is a true founding People role where you'll own the entire employee lifecycle, HR operations, HRIS (Rippling), benefits, payroll, compliance, and build scalable HR processes from the ground up. As the company grows, you'll also have the opportunity to shape performance management, manager enablement, employee experience, and culture. They're looking for someone with 4-8 years of HR experience, ideally as the first or second HR hire at a venture-backed startup. The role is based in San Francisco (5 days/week in the office). #HiringNow

@LukaTheFounder Oh sorry to hear that, but trust me know the pain. I was laid off while being 4 months pregnant over 3 years ago and most recently laid off and week after had an emergency spinal surgery. It will be better it must be!

I got laid off after 9 years of full-time employment. I’m 31. A dad to a 3-month-old. No job. No safety net. No more pretending the “stable path” is actually stable. So I’m betting on myself. I missed the dot-com boom. I missed early crypto. I’m not missing AI. Becoming a solo founder has never been more possible, and getting laid off might’ve been the kick I needed. I’m building in public, figuring it out live, and looking to connect with other founders doing the same. Building something cool? Reach out.

@defyneric map entire talent ecosystems, competitors, trajectories, and likely next moves, to find candidates others miss. Technical Recruiter

We’re always hiring for top tier talent at Flex! Anything from: > Software Engineers > BDR/SDR > GTM > Marketing > Media Personalities > Underwriters (credit/capital) > City Managers > Tech Recruiters > Customer Success drop a one liner below on why we should hire you!

@StevBuilds @MentaIAorg Ohh thank you! It’s quite difficult that why looking for an engineer to help me out in here and be a co founder of this

@Alex_Kedra @MentaIAorg Got it! Love the idea. But can imagine that the execution is super difficult. The devil is in the detail here, especially when it comes to herbs and some flavours you can't really see. But once build, will be a great product to push on social media!

Sell me your startup in one sentence

You’re talking about engineering, but imagine this from a recruiting perspective. As a recruiter interviewing for a recruiter role, I may also have to go through 6-7 interview stages. The cost of hiring the wrong person who ends up failing after a few months is simply too high. That’s one of the main reasons companies run lengthy interview processes. Think about it: • It takes 2-3 months to find the right candidate. • The interview process itself can take another 1-1.5 months. • Then the candidate has a notice period, often 1 month, and in Europe sometimes up to 3 months. In the long run, you’re looking at roughly 7 months before that person even starts. Now imagine they turn out not to be a great fit, whether technically, culturally, or simply due to differences in mindset, communication style, or working preferences. You have to let them go, and the entire 7 month cycle starts again. So yes, I’m not a fan of 6-7interview stages. However, with the current progress of AI, teams need to verify that candidates have solid fundamentals, even if they use LLMs as part of their workflow. And trust me, some candidates try to use LLMs without even understanding the basics of prompting. My husband is also a recruiter, and one of his candidates had chat open during a technical interview. The prompt literally said: “Write me the code.” Then he opened another chat window and typed: “Test this code.” AI is a great tool, but fundamentals still matter.

you are fucking clueless about hiring, if you need 7 rounds

The idea is that you eat a dish at a restaurant (or anywhere else), absolutely love it, and want to recreate that exact flavor at home. You take a photo of the dish, add the name of the restaurant and, ideally, the name of the dish. The AI then looks at the image, but also gathers publicly available information about the dish and venue, Instagram posts, tagged photos, reviews, forum discussions, menus, and existing recipes. It combines all of that context to estimate the ingredients, cooking method, and flavor profile, then generates a recipe designed to recreate the original dish as closely as possible. The MVP is already built 🙂 The biggest challenge so far has been the computer vision side. I’m a recruiter, not an engineer, so I got a bit stuck training the model with @roboflow to distinguish between visually similar ingredients like cilantro and parsley.

@Alex_Kedra @MentaIAorg How it works?

@MentaIAorg @StevBuilds See a dish. Recreate it. Fully AI powered food recognition that turns any restaurant meal into a recipe with the exact ingredients, flavors, and cooking method.

@Alex_Kedra @StevBuilds A search engine of food?

@BowTiedDravee I would love to help everyone impacted. Have a few SRs, sales, eng and marking roles open.

@jconnorholliman You will get it! I’m trying to get an interview but not being in US make things difficult

1…2…3… i have now had 3 job offers pulled i would have otherwise accepted and the sense of rejection these leave behind may be the worst feeling i’ve felt in my professional life because they have had nothing to do with whether i could do the job or not so recruiters and hiring managers, i implore you to do your diligence before extending an offer • make sure compensation is aligned • make sure timing is right • make sure you’re confident in the candidate by the time you extend an offer, candidates have already begun planning their future around it an offer should be the end of uncertainty

Happy to support those hires! My motto is: if your bar is already high, let’s raise it with every candidate you hire. The goal isn’t to keep hiring at your current bar, it’s to continuously elevate it through each new addition to the team. That’s how exceptional hires are made. I’ve dropped you a message!

I give up. Here are all the roles we're hiring for: Engineering - Founding Design Eng. $150K - $250K - Founding Product Eng. $130K - $200K - Founding AI Eng. $130K - $200K - Foreward Deployed Eng. $150K - $250K GTM - Enterprise AEs $110K - $130K | 200K-400K OTE - Founding GTM Eng. $135K - $200K - Founding Marketer $150K - $250K Ops - Founding Recruiter $135K - $200K The comp is all cash base salary and you get significant equity, and commission on top for certain roles (we offer relocation and visa support to SF) Please help and support me by: 1. liking, commenting, reposting this post 2. share with anyone who might be interested in joining a fast growing startup 3. apply directly on weave homepage 4. send me a dm if you're a good fit :)

@itsssssslinass We don’t. We just pretend that’s everything is fine

Les parents qui bossent de 9h à 18h avec des enfants mais vous faites comment??

@DHannum8 @JacobKerr17

Who are the best recruiters or recruiting firms in crypto?