Hiring
Frequently Asked Questions
We often get asked how people who are not technical can contribute to AGI. One area is research recruiting. Tifa (@tifafafafa) is looking for exceptional recruiters from non-traditional backgrounds, former founders especially. We believe the best research teams are built through context, taste and a real feel for where the field is headed next; research recruiting is about finding people who will move the frontier forward, not just filling roles. Should be an interesting thing!
AI is changing how work gets done, and we want to lead that transition responsibly. Excited to welcome Arvind KC as Chief People Officer to help OpenAI grow and be a model for how AI-enabled work can expand what people can do. https://openai.com/index/arvind-kc-chief…
Folks, I'm looking for @openclaw maintainers. If you love open source, have experience with running larger projects, are security minded and want to help, drop me an email. https://github.com/openclaw/openclaw/blo…
openclaw/CONTRIBUTING.md at main · openclaw/openclaw
I need to hire someone to build an openclaw army to automate a few businesses we own. Would be a fulltime-ish for 3-6 months, contract gig, and I'm going to promote the hell out of it if successful. If you're interested, email ava@follypartners.com with why you're the one :-)
Job seekers in the U.S. and many other nations face a tough environment. At the same time, fears of AI-caused job loss have — so far — been overblown. However, the demand for AI skills is starting to cause shifts in the job market. I’d like to share what I’m seeing on the ground. First, many tech companies have laid off workers over the past year. While some CEOs cited AI as the reason — that AI is doing the work, so people are no longer needed — the reality is AI just doesn’t work that well yet. Many of the layoffs have been corrections for overhiring during the pandemic or general cost-cutting and reorganization that occasionally happened even before modern AI. Outside of a handful of roles, few layoffs have resulted from jobs being automated by AI. Granted, this may grow in the future. People who are currently in some professions that are highly exposed to AI automation, such as call-center operators, translators, and voice actors, are likely to struggle to find jobs and/or see declining salaries. But widespread job losses have been overhyped. Instead, a common refrain applies: AI won’t replace workers, but workers who use AI will replace workers who don’t. For instance, because AI coding tools make developers much more efficient, developers who know how to use them are increasingly in-demand. (If you want to be one of these people, please take our short courses on Claude Code, Gemini CLI, and Agentic Skills!) So AI is leading to job losses, but in a subtle way. Some businesses are letting go of employees who are not adapting to AI and replacing them with people who are. This trend is already obvious in software development. Further, in many startups’ hiring patterns, I am seeing early signs of this type of personnel replacement in roles that traditionally are considered non-technical. Marketers, recruiters, and analysts who know how to code with AI are more productive than those who don’t, so some businesses are slowly parting ways with employees that aren’t able to adapt. I expect this will accelerate. At the same time, when companies build new teams that are AI native, sometimes the new teams are smaller than the ones they replace. AI makes individuals more effective, and this makes it possible to shrink team sizes. For example, as AI has made building software easier, the bottleneck is shifting to deciding what to build — this is the Product Management (PM) bottleneck. A project that used to be assigned to 8 engineers and 1 PM might now be assigned to 2 engineers and 1 PM, or perhaps even to a single person with a mix of engineering and product skills. The good news for employees is that most businesses have a lot of work to do and not enough people to do it. People with the right AI skills are often given opportunities to step up and do more, and maybe tackle the long backlog of ideas that couldn’t be executed before AI made the work go more quickly. I’m seeing many employees in many businesses step up to build new things that help their business. Opportunities abound! I know these changes are stressful. My heart goes out to every family that has been affected by a layoff, to every job seeker struggling to find the role they want, and to the far larger number of people who are worried about their future job prospects. Fortunately, there’s still time to learn and position yourself well for where the job market is going. When it comes to AI, the vast majority of people, technical or nontechnical, are at the starting line, or they were recently. So this remains a great time to keep learning and keep building, and the opportunities for those who do are numerous! [Original text; https://deeplearning.ai/the-batch/issue-… ]
There is a massive advantage to hiring young people, and @Shopify was the first company to figure it out, says Pragmatic Engineer's @GergelyOrosz. "Shopify's Head of Engineering @fnthawar told me that he saw something interesting years back. Shopify was so early to AI. They got Copilot licenses for everyone, with no cost limit. But they didn't see many teams using it." "But there was this one team that was using it a lot more. There was an intern on the team. They onboarded the intern and gave the intern his two-week task and the intern was done in a day. And they're like, 'How did you do that?' He's like, 'Oh well I just used AI? What's next?'" "And suddenly the people on the team felt stupid, right? So they started to learn from the intern and use AI." "The next thing Farhan did was hire an intern for every single Shopify team. This is why Shopify had a thousand interns."
how to use perplexity computer to spin up digital employees that automate your work 24/7 1. connect your email. give it a list of prospects, what you sell, and your tone. it finds the right contact at each company the person who actually signs deals), researches their pain points, and drafts outreach that sounds like you 2. ask it "what am I not asking you that could make me more money?" it told me to monitor competitors weekly, build follow-up sequences on day 3 and day 7, and target companies whose budgets are already hot. one prompt changed the whole session. 3. set up daily competitor monitoring. pick 5 competitors. every morning it checks their pricing, features, content, and X mentions. changes get summarized. silence when nothing moves. delivered to your inbox at 8am. 4. need to fundraise? describe your startup once. it builds a 50-VC spreadsheet with fund size, thesis fit, the right partner, and their recent activity. 5. turn a podcast episode or loom video into a blog post, tweetable quotes, and a carousel. one upload. 6. reverse engineer any competitor's SEO strategy or pricing page. see exactly where you're leaving money on the table. 7. hiring? describe the role. it finds and ranks 50 candidates in minutes. 8. it orchestrates 19 models in parallel. one for reasoning, one for code, one for research, one for images. it picks the best model for each step automatically. 9. start thinking in recurring workflows that compound every day without you (this is relevant for perplexity computer or any tool you use) episode is live on @startupideaspod (full live walkthrough) send this to a friend who keeps saying they want to start using AI agents. watch
Victor has joined Lovable as our first Forward Deployed Engineer. He spent 3+ years at Google working directly with enterprise customers - first as a Customer Engineer, then building AI solutions as a Generative AI Field Solutions Architect. He'll work with our enterprise customers to solve complex integration problems, build custom solutions, and feed what he learns back into the core product. When thousands of companies are trying to transform how they build software, you need people who've done this before at scale. We're looking for more wold-class Forward Deployed Engineers in SF, NYC, Boston, London, Stockholm. Apply on our website you're interested!
Stripe co-founder John Collison views hiring as "branches of a tree." "When you hire this person, you're not only bringing them, but you're bringing their effect on the culture, and all the other people they're going to bring in with them, and the norms and the working style they have that will spread throughout the company." "As time goes on, you have less and less influence on the company, and all the new people you’re bringing in have more." @collision at @ECorner
Aino has joined Lovable after being the CEO at Slush, the startup community in Europe I respect the most. She's one of the highest-energy people I know. Gets things done and makes everyone around her better at what they do. At Lovable, she's working with me in the CEO Office on special projects and helping build the movement around human empowerment through AI. We're super lucky to have her on the team and I look forward to working with her.
Only 24% of PM candidates have a GitHub. Every PM I placed at OpenAI, Anthropic, Meta AI last year had one. I wrote the first guide on how to build yours: https://news.aakashg.com/p/you-should-bu…
How to use AI for your next job interview @noamseg (my community research lead) interviewed 30 current and recent job seekers about how they use AI throughout the interview process. What he found went far beyond polishing resumes. People had built entire systems tailor-made for their own situations: ways to get feedback on what they actually said in interviews, methods to predict questions before walking in, workflows to surface stories they didn’t know they had. As he was pulling together a research report from these conversations, he quickly realized that most people on the job market are stressed and anxious enough. The best value he could offer wasn’t a list of tips but, instead, a way to plug-and-play the hard work these participants have already done. So he changed direction, took every interview AI technique that worked for these participants, added a layer of professional coaching techniques, and built a free Claude Code–based coach you can plug-and-play into your interview process today. The coach helps you with every step of the interview process: 1. Scores your interview responses and tells you exactly what to fix, based on what you said, not what you think you said 2. Mines your experience for stories you didn't know you had 3. Runs mock interviews that push back and interrupt you 4. Generates company-specific prep with predicted questions 5. Coaches post-offer salary negotiation with exact scripts and fallback language ...and much more Learn more and grab it here: https://lennysnewsletter.com/p/how-to-us…
JUST IN: Amazon $AMZN fires 16,000 employees.
If you’re an infrastructure or security engineer, now is the best time to join OpenAI. It’s hard not to be inspired by what today’s coding tools are capable of, and we have line of sight to making them much better. While our core ML infrastructure problems remain much the same as always — training and inferencing models at scale, co-designing end-to-end for maximum effect, managing complexity and maintaining fast iteration — what it feels like to solve these problems in practice is changing fast. As the models have been improving, our ability to get value out of them is increasingly bottlenecked by thoughtfully designed infrastructure — whether figuring out how to manage agent cross-collaboration, having ergonomic sandboxes that let the agents complete end-to-end workflows securely, building tools/abstractions/observability/frameworks which allow the agents to move faster, and scaling supervision of the agents' work. Engineering is already different from a few months ago, and will continue to evolve. Having seen many generations of engineering and AI tools, I believe what is most important going forward will be skills like the following: strong understanding of your domain, ability to think through abstraction/architecture/design/how the pieces should fit together, and deep curiosity to explore what these models have to offer. If you’d like to help us build the future of AI, while using AI to get there, email me: gdb+infra@openai.com. Include a description of a surprising or creative way you’ve gotten value out of the models recently, and your contributions to any project in your career on which you’ve made a significant difference in its outcome. Feel free to include any other context that can help us understand how you operate and the problems you want to work on.
.@SebastienBubeck is so so good; incredible researcher and leader.
I'm hiring people who care about people to build social AI that helps people care about people! if you're an engineer/researcher/multi-hyphenate excited about some or all of the following: - social agents and social memory - consumer - s2e3 of rick and morty - collective intelligence - gossip girl - craft - alexander mcqueen spring/summer 1995 - information markets and behavioral economics - pop culture - having a lot of fun and moving super fast with people you care a lot about ... please reach out! dm me or email me at j[at]futurelovers[dot]com
