seb

There's a huge problem with companies outsourcing their decision making on who to interview based on logos. They count on Stanford, ex bigco, ex whateverhotstartup logos as a way to defer their own judgement. Their thinking is that if they got into these they're probably pretty good. And they get into a war competing for the same sub set of talent that everyone else is looking at. But there's an entire set of talented people that are out of distribution that never get looked at. Elon: "Generally the thing I ask for are bullet points of exceptional ability" "Don't look at the resume believe your interaction" "if the resume looks good but the conversation after 20 minutes isn't good you should believe the conversation not the paper" I'm working on a site that asks you to write down three bullet points of excellence which can be work or non work related. Companies look through these and send interview requests, the person accepts or rejects and then they interview. No resume, no linkedin. If the company doesn't interview someone they request they get banned. If this is something you'd be interested on the talent or hiring side interact n I'll dm you when it's out.