OpenJobs AI

@jeff_weinstein @stripe This actually looks like an interesting experiment.

[recruiting experiment!] if you and your friend are engineers and you want to lead a zero-to-one thing at @stripe, we want to hire both of you. email jweinstein@stripe.com about yourselves and one idea of what to build to help people start and run a prosperous internet business.

@NotionHQ Hi! Saw you’re hiring AI and software engineers. We’re the team behind OpenJobs AI, so thought I’d drop this here. If you’re still looking, feel free to give Mira a try—we’re helping teams find great candidates faster, and it’s free to test.: openjobs-ai.com

＿＿＿＿＿＿ | We’re hiring | |＿＿＿＿＿＿| \ (•◡•) / \ / —— | | |_ |_ Open roles: → AI Applications Engineer → AI Conversation Designer, Customer Support → CX Knowledge Architect → Customer Success Manager → Software Engineer, AI Workflows → Model Behavior Engineer → Business Operations & Strategy Lead → Data Engineer, People Analytics → Engineering Manager, Mobile AI → Accounts Payable Manager → Lifecycle Marketing Manager → Field Marketing Manager → Startup Program & Experience Lead → Employee Experience Program Manager → Head of Technical Recruiting → Technical Recruiter → Product Designer → Product Manager, Workspaces → Head of GTM Operations → Enterprise Customer Success Manager → Solutions Consultant → Sales Development Representative → Enterprise Sales Leader → Account Executive, Mid-Market → Application Security Engineer, AI Security → User Researcher, AI Evaluations & more.

@CommandCodeAI Hey! We’re building OpenJobs AI and noticed you’re hiring. If you’re open to trying something new, Mira can help you find strong candidates faster. It’s free to try right now: openjobs-ai.com

＿＿＿＿＿＿ | We’re hiring | |＿＿＿＿＿＿| \ [• v •] / \ / —— | | |_ |_ Open roles in the bio.

We scanned 4,300+ TechBio profiles but found just 125 real protein design experts. That's barely 3%! These are the AlphaFold-era MVPs who can actually design a protein from scratch and prove it in the lab🤖.

Just dropped our latest report on Healthcare AI. Interesting shift: Mayo Clinic and Kaiser are outperforming pure AI startups in "bilingual" talent density (nearly 60%). The best Clinical AI isn't just built in labs, it's built where the doctors are. Data is the new moat.

Unpopular opinion: Most resumes are noise. First principles in recruiting means ignoring the 'experience' box and focusing on the business problem. Who can actually solve it? What specific skills move the needle? Hire for the outcome, not the history.

How do teams get agents into production? New blog post from our Applied AI team on Claude Managed Agents and the challenges it solves (credentials, sandboxing, observability, & more) ...

SpaceX announced its acquisition of @cursor_ai ,really looking forward to the upcoming new models. An observation:talent always flows within a very small circel.

Unpopular opinion: We’re still over-indexing on data quantity. Scaling raw data has hit a wall. The real frontier now is hyper-curated, high-quality datasets. Even the most advanced LLMs can't brute-force their way through noise. Garbage in, garbage out still rules. #AI #LLMs

AI is reshaping how careers begin. As routine work becomes automated and career paths evolve, gaining experience may look very different from the past. The real question is: what should we invest in today to build expertise that lasts?🤔 #AI

The hype around Fable 5 proves one thing: it’s never been easier to turn raw ideas into reality. The future of work isn't Remote vs. Hybrid. It's Async + AI. With Mythos-level agents handling multi-day tasks, 5 meetings for a status update is dead. Focus on output, not sync.

Most recruiters spend 80% of their week on admin, not recruiting. We built Mira to handle the grunt work. → 1B+ candidates scanned → 506 top matches from 20k+ profiles → 268 personalized outreaches → 20 interviews booked Total time you spent: 30 minutes. #recruitment

Coding is shifting from Prompting to Loop Engineering as agents go autonomous. The talent market flips: Hiring: From scaling headcount for routine tasks to seeking systems architects. Talent: Your value isn't execution speed—it's codifying domain know-how into agent Skills.

Hunted by Rajiv Ayyangar (CEO, Product Hunt) 🙌 Grateful to everyone who's supported us ❤️ Would love your upvote and feedback! 👉 producthunt.com/products/openj…

We're LIVE on Product Hunt! 🚀 Launching OpenJobs AI today, your autonomous AI recruiter. Sourcing, engagement, screening, scheduling, all handled by four specialized agents. You get qualified interviews. Your recruiters get their time back.

@JesseTinsley Painfully accurate. It's usually not a headcount problem though. You don't need more recruiters. You need fewer steps between "candidate says yes to a screen" and "interview is on the calendar." That gap eats 5-10 business days at most companies and nobody's tracking it.

Recruiting: The Only Thing That Never Scales Until It Does. Recruiting is the hardest thing to scale but also the most critical. - You can’t hire fast enough when things are going well. - You hire too slow when things are just okay. - You have to over-hire to avoid under-hiring and you often regret it later (ie layoffs). Why? Because recruiting is the one part of your business where you can’t shortcut the process. You can’t just “growth hack” talent acquisition the way you hack customer acquisition. What does scale look like? 1. When your VP of Sales has a full team on Day 1. 2. When your engineering org isn’t waiting 3 months for the next hire. 3. When you don’t have to explain your culture 100 times because the right hires already live it. The truth: Recruiting feels slow until it starts to compound. A great recruiter or Recruiting firm is a force multiplier. They’re the secret weapon no one talks about. It’s not just about filling roles it’s about driving growth, enabling leaders, and scaling everything. Invest in recruiting. Invest early. Because the time to hire for your future is always yesterday.

@slashdot Breaking at one specific point: silence between "submitted" and first human contact. Entry-level roles pull 300+ apps now. Candidates don't leave because they found something better. They leave because they heard nothing for 3 weeks and assumed it was a no.

The Entry-Level Hiring Process Is Breaking Down ift.tt/6GhYkzX

@striver_79 You'd think more supply = faster fills, right? Opposite happens. More applicants means more screening calls, more internal debates, more "let's add one more round just to be sure." Hiring isn't slow because there aren't enough people. It's slow because there are too many.

The market is tough right now. Earlier people with a 3-month notice period would put their papers and start looking for the next role. Most of the time something worked out. Today it is very different. The supply of talent is huge and hiring is much slower. Unless luck is on your side or you are exceptional at what you do, finding something during a 3-month window has become difficult. Do checkout the notice period when you join a new org.

@frankdilo Format matters way less than people think. Teams agonize over take-home vs live coding for weeks — meanwhile the real bottleneck is the 10 days between "we like this person" and "interview is on a calendar." By then the candidate has two other offers.

We'll be hiring some new software engineers in 2026 and it's crazy to think how much has changed since the last time we hired, 1.5 years ago. What does a modern interview process even look like now? Take-home assignments? AI can solve them. Live coding? Doesn't reveal much. How are forward-looking companies handling it?

@genedai Yeah, the irony is that teams lose more candidates to slow coordination than to lack of interest. If you can compress that back‑and‑forth, the hiring funnel looks completely different.

@RealOpenJobsAI This was the biggest surprise when we started building Mira. Most teams don't need more candidates — they need less friction after the first "yes."

We talked to 30+ hiring teams recently. The #1 complaint wasn't "we can't find candidates." It was "we find them, then lose them before the interview gets booked." It's not a sourcing problem. It's a coordination problem.