Alan Leung

DIRECCÇT HIRINGGGGGGGGG ⚠️ Position - Senior Product Engineer $150,000-$300,000 annual Location - San Francisco, California Hybrid ________N O T E 👇 ______ INTERESTED CANDIDATES CAN SENT ME OVER HERE CV 👇 "[email protected]" Description 👇 Candidates need to be willing to work hybrid in San Francisco We are an early-stage startup; our team dynamics are different from companies of other sizes and stages. We're a small team, with high ownership, who are not only passionate about what we do, but seek to be exceptional as well. Currently, our team consists solely of our 2 co-founders, Sina and Joe. There's a lot of stuff going on, and a lot of ambiguity. We prioritize having a strong, in-person culture in San Francisco for our founding team. We are open to team members who operate remotely on a case-by-case basis. We do NOT expect you to work all the time, but you’ll have to be diligent and hold yourself accountable regarding the boundaries for your work day. Depending on your location, you may need to be flexible to accommodate the schedules of other team members and clients. We want teammates who own it. We strongly believe that empowering everyone on our team with ownership is a key to our growth and success. We expect every team member to not only own decision making, but also own the success or failure that results from their decisions. Requirements Experience shipping production code in a language like Typescript, Rust, Python, Go, Solidity Excellent problem-solving skills and a strong sense of ownership Obsession with shipping code with a bias for self-reliance Past work experience spanning Web2 and Web3 systems 4+ years of experience shipping Typescript or Javascript for web based front end applications Comfort shipping code with the following tools: React, NextJS, Tailwind, Wagmi, Viem Hunger for pushing the boundaries of what's possible in crypto today, with a knack for quick iteration Familiarity with design principles and tools About You A solid understanding of engineering principles. You enjoy building and shipping quality, resilient, and dependable services. A sense of grit to dive into a problem and own the implementation of solutions. Possess excellent communication skills for effectively conveying your perspective, ideas, problems, and solutions. A strong sense of ownership and prioritization when navigating the ambiguity of an early-stage startup. A motivation for accelerating the adoption of digital ownership beyond the current limitations of public blockchains. Responsibilities As an engineer, you'll play a critical role in building out our foundational infrastructure in a fast paced startup environment. This will involve researching, designing, and implementing novel engineering solutions related to hybrid onchain/offchain systems. You will ship a lot of code, with the potential to work on things like indexers, databases, smart contracts, cryptography, and APIs all operating at a global scale.

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Jax 5.0 has arrived here at Jobot! OG Jax has experienced all 5 iterations of Jax the software. When asked what his thoughts are about the Jax 5.0 release, he went on to say... "Jax 5.0 brings all the great features from 1-4 and adds that 5.0 punch to it! My only suggestion would be to integrate more high protein treats!" OK, OG Jax didn't actually say that, but he is certainly hoping for more treats (: #recruiting #recruitment #staffing #changinglives

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Tech Job Market Update: Tough Times for White-Collar Roles Even seasoned pros are struggling. After 13 years at eBay, a candidate applied to 135 jobs—only two callbacks, zero offers. What’s happening? Tech hiring is down 25-32% in IT, engineering, QA, and more. Overhiring, AI efficiency, and record job applications are slowing hiring timelines (now 66 days on avg). Job seekers face fierce competition—standing out has never been harder. How are you navigating this market? Let’s share strategies below! 👇 #JobSearch #TechCareers

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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Question for the tech recruiters or TA leaders out there. You're hiring software engineers, what would you expect your CV Submitted to Offer ration to be based on the below hiring process: 1. CV submitted (fully prescreened by recruiter/TA) 2. Hiring Manager CV Review 3. Hiring Manager Phone Interview 4. Technical Interview 5. Values Interview Granted there will be lots of nuances, but broadly speaking what are you expecting? 5:1, 7:1, 10:1, 15:1 ? #recruitment #recruiting #talentacquisition

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Hey all... JOB OPPORTUNITY !! mini story included_ 2 weeks ago I posted for this role and we made it through interviews in 1 week. I hate dangling 'speed' in front of people bc I know how frustrated people are (this market sucks!), but this truly was a special, refined process. ⚒ Took the brief > presented a stand-out candidate > interviewed over 5 business days > offer! 🙀 It was wild but in the best way! A dream for a great recruiting partnership. But also a > 🎢. And as things go, it wasn't the right timing for this particular candidate. That's okay! 🥁 That means the role is still open, and I gotta fill it. This client has been interviewing for a couple of months, and by now, knows exactly what they are looking for, and are ready to hire yesterday. So here is what we learned we really need from this most recent interview round: 🌟 🌟 🌟 Have you worked at a startup? Have you worked for a big company? Are you in the Bay Area (able to get to San Mateo 2x/wk for jam sessions)? Can you get down with being an IC for 6-12 months and want to/have experience building a team? Do you want to be a strategic partner and build from 0-1? And hang out in Figma every day? 🌟 🌟 🌟 Please see original post below for all relevant/required info! Hit me up and share with your SF buddies/networks. I appreciate you! This team is cool. Level-headed. Accommodating. Clear-sighted. Passionate. TYSM. 🧡

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In the past two weeks I’ve jeopardized $50k in revenue by coaching candidates and hiring teams AWAY from “placements” that would have won me large contingent fees. Why? Because longterm fit is so much more important than just “making the placement”. Traditional upfront placement fees haven’t aligned the incentives for recruiters and hiring teams adequately towards that end. In each of recent these instances, the more I learned, the more I realized that the match wouldn’t have lasted long or been the right fit for both parties. 🤑 So I’m putting my money where my proverbial mouth is… 🤑 New Recruiting Model where pricing increases over time depending on longterm success $1,000 Retainer + $1k/month for each month they stay employed Examples: 😩 If this person remains a fit for only 6 months >> $7,000 total spend 🤔 If this person is a strong fit for 12 months >> $13,000 total spend 🤗 If this person is still anchoring the team 18 months in, we’ll celebrate our joint “success” >> $26,500 total spend Book a discovery call (or zoom if that corded phone my daughter's currently obsessed with isn't your jam) to see if your next role might qualify for this new model! https://lnkd.in/gPckAH9V #Hiring #Startups #TheTruthAlways #Transparency #Recruiting

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There are some good ones in here! Dig in!

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Hiring engineers in 2024? Get ahead with Randstad USA's curated list of interview questions designed to reveal the problem-solvers and innovators your team needs.

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Navigating Layoffs and Slow Hiring Periods: Strategies for Businesses In today's fluctuating market, many Sacramento businesses face the tough scenario of scaling down or slowing their hiring processes. Here are some strategic tips on how to manage these challenging times effectively: Flexibility in Staffing: Instead of committing to permanent hires during uncertain times, consider the advantages of contract workers. This approach allows your business to scale labor according to current demands without the long-term commitment. At Robert Half, we specialize in providing skilled professionals who can jump into projects immediately, ensuring your operations remain smooth. Cost Management: Layoffs can lead to severance packages, lost training investments, and potential legal fees. By utilizing contract-to-hire services, you manage costs more effectively. You get to evaluate potential employees on-the-job before making a long-term hiring decision, which can be pivotal during recovery phases. Maintain Morale: Layoffs often impact the morale and productivity of remaining employees. Bringing in temporary professionals to alleviate workload can help maintain, or even boost, team spirit and productivity. Our services at Robert Half ensure you get high-caliber temporary staff who can contribute from day one. Project Continuity: Important projects shouldn't have to pause or be abandoned due to reduced headcount. Contract professionals can keep these initiatives moving forward, ensuring that business objectives are met despite internal changes. Expertise on Demand: Sometimes, layoffs result in a loss of niche skills. Our talent pool includes experts in various fields, ready to fill those gaps temporarily or on a project basis, ensuring you don't lose competitive edge. Plan for the Future: Use slow periods to reassess and strategize. Contract-to-hire allows you to build a team with proven performers when you're ready to expand again. This method reduces the risk associated with hiring in volatile markets. How Robert Half Can Help: Immediate Access to Talent: We have a ready network of professionals in Sacramento, from finance to IT, ready to integrate into your teams. Risk Reduction: Test the waters with potential employees without the immediate overhead of a full-time hire. Business Agility: Adapt quickly to market changes with staffing solutions that support both scaling up or down. If your business is facing these challenges, let's connect! Robert Half can provide tailored staffing solutions to navigate through these times efficiently. #StaffingSolutions #BusinessStrategy #SacramentoBusiness #RobertHalf #LayoffStrategy #HiringFreeze #StaffingSolutions #ContractHiring #TempToHire #BusinessAdaptability #WorkforcePlanning #HRSolutions #EconomicRecovery #SacramentoBusiness #BusinessContinuity #ScalableStaffing #FlexibleWorkforce #RecruitmentStrategy #HumanResources #CareerTransition #TalentManagement #WorkforceManagement #RobertHalfSacramento

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Flashback to Sept 2023 in Hawaii. I'm walking on stage to accept a Founders Club award at Jobot for billing $1,032,000 in 2022. Sadly, last week was my last week at Jobot. Let me start by saying I'll always be grateful for the EPIC experience I had there. It was an amazing ride with a ton of incredible people. No hard feelings at all. So what happened? Well, my billing numbers fell off a cliff. 2018: $168,000 2019: $480,400 2020: $373,200 2021: $374,200 2022: $1,032,000 2023: $426,100 So far in 2024 I've only billed $28k 📉 Why? Here are all the possible reasons I can think of... - Down tech market? - Layoffs? - Burn out? - Resentment over changes in company policy? - Lost motivation? - Spent too much time posting content? - Regime changes at big customers? - Ineffective email sequences/campaigns? - Not enough cold calls? - Too stubborn to pivot industries? - Req snobbery? - Senioritis? - Negative mindset? - Poisoned by doom scrolling? - Fear of a pending AI takeover? - Self sabotage? I think it was a mix of all the above. TMI? Maybe, but I don't think I'm the only one suffering from these ailments. Thousands of recruiters are experiencing these. Strangely enough, I saw this day coming a year ago. I felt it. I kinda knew it was coming. But is that why it happened? Not sure, but I'm at peace with it and looking forward to a new chapter. A fresh start. A new challenge. So what's next? I'm exploring a number of options. For now, the Imperial Security Bureau Podcast will live on. There are several more interviews lined up. 🤘 Now that I'm a free agent, let me know if I can be of service. Stay tuned for the next adventure! #opentowork

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#nowhiring 2 different in-office SaaS Account Executive roles. Please check the details - ping me if you match them! Role 1 – Location: Seattle, WA In-office: ✅ Product: A must-have Ai solution for digital content that's already used by Reddit, Glassdoor, etc - and is an NVIDIA partner. Comp: max of $300k OTE + Equity - (and quota is designed to be exceeded!) Role 2 – Location: Chicago, IL In-office: ✅ (WFH Fridays) Product: An established, dynamic people-data tool that is newly being sold into enterprise rev/marketing teams! The growth has been a hockey-stick from the last 3 quarters. Comp: max of $220k OTE with Equity after your first year. (quota is attainable and exceedable!

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RECRUITERS WITH NO BUDGETS: What are your favorite free and/or cheap recruiting tools that you've found useful when looking for candidates? I'm looking for email scrapers, mail merge tools, candidate discovery platforms, or AI tools that you've found success with. If I get enough information and traction on this, I promise to: a) do the research and test all of these out and b) share my findings and tips in an open, shareable google doc My goal is to help teach new founders and recruiters how to do this stuff when they may not have the means. RESHARES appreciated on this 🙌

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