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!
a lot of anxiety that AI replaces jobs - although it’ll more likely morph them. But interesting how it affects the ENTRY POINTS to careers Junior analyst, junior dev, junior designer — these were training grounds. If AI eats the bottom rungs, we’ll need new ways to gain exp. Many will go straight to starting companies. But a big thing for society to figure out
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
I need an extra pair of hands maintaining the OpenClaw usecases repo. it has blown up into +16K stars ⭐️ and PRs are rolling in. reviewing a use case means ensuring: > it’s actually a useful idea for daily life > it doesn’t include skills that are obvious malicious > it’s not a dummy use case to promote products if you work with OpenClaw and have maintained a repo before, just send me a DM. repo: https://github.com/hesamsheikh/awesome-o…
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.
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…
Folks, the codex team needs more great people! You can pick your battle, be it cli, Windows, or future products. OpenAI has lots of very high agency motivated folks and overall has been amazing so far. Apply! https://openai.com/careers/search/?utm_c…
Yesterday at the 2026 American Dynamism Summit, @NASAAdmin Jared Isaacman announced NASA Force — a term-based talent exchange with industry aimed at rebuilding the agency’s core engineering competencies:
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
.@mochacare_inc unlocks home care agency growth with human virtual assistants supercharged by AI. They handle hiring, scheduling, or both—while surfacing growth insights. Congrats on the launch, @nick_walks and @pranavupp! https://ycombinator.com/launches/PZQ-moc…
As a founder/ceo I would never choose a faster model that's cheaper and less intelligent. I want max intelligence, and the cost that comes with it, for me and my team. Same decision when you have a choice to hire a faster, less experienced employee vs a slower, wiser and more experienced employee. Once model routing is bullet proof - sure - I'll take a faster cheaper model on certain tasks, but we're not there yet and in the end, the the small amount of savings you get just isn't worth the risk.
During the Apollo era, America launched a moon rocket every three to six months. When Jared Isaacman said we could do it again in under a year, they called it impossible. Now @NASAAdmin is working with OPM to recruit top talent from SpaceX and Blue Origin on term-based appointments to get us back to the moon.
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…
Block's $2M/employee in gross profit after the -40% layoff is now right up there after Nvidia's $2.7M, and above all of FAANG. A lot of people are interpreting Jack saying he "over hired" as going from bad to okay, but they actually went from good ($500k/emp) in 2019 to great ($1M/emp) pre layoff and great to elite ($2M/emp) after!
.@SebastienBubeck is so so good; incredible researcher and leader.