What’s the best practice here?
One of my hiring managers expressed that they would like to fully control JD copy.
Usually recruitment team handles this since they are responsible for results.
HM in question don’t have any special skills or knowledge, they basically a sr engineer yet thinking they can do better.
Agree or push back?
I’m started implementing RBAC for my app.
Wonder if any advice, tips, general wisdom as relates specifically to Supabase and RLS?
I’m so far doing pretty standard way:
roles, permissions, permissions cache for faster RLS
I was about to purchase Qrevo Curv 2 pro and noticed z70 is discounted at the moment and costs almost the same. And same for Soros R10.
Which one should I get now?
Apartment, 150 m2, few carpets, single floor, no animals, two kids though ))
I’ve been noticing something in a lot of threads here. People share tactics, tools, and strategies, but often without context on the industry they recruit for.
In my experience, that context matters a lot. What works in one space doesn’t always translate well to another. Hiring backend engineers is very different from hiring in healthcare, sales, or finance. Candidate expectations, response rates, pipelines, even how you evaluate people can vary quite a bit.
I’m curious how much others here adapt their approach based on industry.
Also, for a bit of context, what industries are you all recruiting in?
Just trying to get a better sense of the mix in this community.
Myself - mid-size dev shop, 99% hires are developers, fully remote. Internal team of 10 recruiters.
Hey, if you building something in HR space and want to connect, maybe exchange guest posts / links - pls me know here or in dms