The hiring tech stack is a graveyard of point tools. One app posts your jobs. Another screens resumes. Another runs the interview. Another designs the code challenge, another reviews and scores the code. Each one is good at its own thing. The problem is that you end up having to send links manually. Then, scheduling is done in a separate tool. You copy scores into a spreadsheet, only to duct-tape it all together with Zapier or worse, a vibe coded solution. The integration work costs more time than the hiring itself. I stopped thinking about features and decided to focus more on the seams. A candidate should move from applied to hired through one funnel. If you're evaluating hiring software, count the handoffs between tools before you count the features.

Not too many people can say they met their co-founder in high school and built a company together 15 years later. I grew up in Santa Barbara. My dad took a job out there, so I spent middle and high school in the cold, which is its own character-building exercise for a California kid. That's where I met Huey. We went separate ways for years. He stayed in the technical world. I wandered through art and freelancing. Got together with a group of founders and built a ticketing startup. We reconnected when he interviewed at my company looking for a Rails job. Years later we'd be co-founders. The relationships that matter rarely announce themselves when you make them. Keep the good people close. You never know who you'll be building with in a decade.

I would !! @chefsymon would not!! RT. @moladukes: @Mariobatali going to be smoking chicken low and slow. To brine or not to brine?”