alt Hacker NewsI'm not sure what "mess" you're referring to -- that we have a writing-intensive hiring process? That we get a lot of applicants? That we therefore end up rejecting a bunch of people? That we read application materials thoroughly? That we don't provide specific feedback on individual applicants (even though we explicitly state that/why we don't)?
To state clearly what I feel we have said many times: Yes, it's hard to get a job at Oxide. Yes, we get a lot applicants. Yes, we ask a lot of applicants upfront. But the payoff (and the reason it's worth the risk and the work for the right person!) is an extraordinary and uplifting team -- one that I daresay each of us counts as being of unparalleled breadth and depth in our careers.
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> Several folks complained about the tremendous amount of homework they had to do after the initial screen, and once submitted, were ghosted.
> That we don't provide specific feedback on individual applicants (even though we explicitly state that/why we don't)?
Your response is not a response to the OP's claim. The OP didn't claim you didn't provide specific feedback, it was that they were entirely ghosted mid-process. And that others said the same.
But even beyond that, your response doesn't align with your own careers page's "Hiring Process":
> If candidates aren’t advanced into interviews by the process outlined in [rfd147], an explicit rejection should be sent. The level of oversubscription for Oxide roles means that this rejection will likely be non-specific — which is naturally frustrating for applicants that have put a lot of energy into their materials. Candidates may well respond to a rejection by asking for more specific feedback; to the degree that feedback can be constructive, it should be provided.
Which would be in alignment:
> Decency
> We treat others with dignity, be they colleague, customer, community or competitor.
Here you just come off quite defensive, and argue that you at are Oxide are "very clear about" things that you say quite the opposite about on the very directions you tell candidates to read.
If what you say is true - and I can absolutely believe it is - fine, update the docs and the site. But don't come here and gaslight people into "I don't understand the problem. We're very clear, we've been very clear, people should not be complaining about this."
The particular 'mess' I've encountered was I applied (wrote 11 pages of interview material) on 2024/09/29 and then received a canned 'yeah whoops sorry for taking this long, not interested' on 2025/03/24. That's almost 6 months of delay from submission to first contact.
Terrible process. You need to give feedback early if you're not interested in someone, not leave them hanging for nearly half a year.
I understand that all employees have equal salary pay (apart from sales people who can earn more and are valued higher). Do all have equal equity and voting rights, at least within common stock?
And since transparency is a core value and principle, will you commit to sharing your cap table publicly?
Baby got backplane. https://www.youtube.com/watch?v=X53ZSxkQ3Ho&t=80