AI in general amplifies capabilities. In some ways it offers new ways to challenge the consolidation of power. The need for courage has not fundamentally changed.
Due likely to extensions in Firefox, I get empty image previews on X (I believe I deleted my account several years ago). It's not always clear when there's more than one so when I clicked, I saw the response, not the reason. So the one other person on Earth with my wonky setup might get some help ;)
Sometimes it's a thread that can't be read unless you're logged in.
Sometimes the interesting bit is in the comments which may or may not show up if you're not logged in.
Sometimes it's a video that might play three times out of five, or it might just show an endless spinner two times out of five.
The platform itself is a dog's breakfast of dark patterns and unpredictable glitches, so when I see a link to X my reflex is to downrank it just for the high probability of frustration.
The job market is hell to apply in. Job seekers are incentivised to come up with strategies and techniques to make mass application simpler, and sure enough, they have. Go team humanity.
Go team humanity until you're the one being under DDoS by irrelevant CVs written by bots and the only way to filter them out is write even more strict filters (we all hate) and use LLMs (increasing our hiring costs).
Unless people are expecting the market and companies to bend to their needs and the cost to apply to 1000 jobs is low, because "you miss all the shots you don't take"?
Like Intrinsic is... combating spam. Would spam not exist if there were no spam filters?
Usually, yes. Everything the application asks for is on my resume. And required cover letters are ridiculous, "please write 10 paragraphs fluffing our company and HR department". Of course I'm going to automate the shit out of that.
It seems to me that both job seekers and employers hiring now are largely victims of the arms race that's been going on for over a decade now. The LLM angle is just the latest note in it.
The thing is, it is not a symmetric situation. Barring serious outliers, the worst that's going to happen to a company that can't find "the perfect candidate" is that they hire someone who is suboptimal. Maybe they even don't have the skills they claimed at all. Oh no, efficiency will be down and the execs' stock options might not be worth quite as much.
On the other hand, the worst thing that's going to happen to a typical job seeker who can't find a company that will hire them is that they will run through their savings—wait, do they have savings? this is America we're talking about, so probably not!—and be unable to pay their bills, causing them to become homeless.
So forgive me for having exactly zero sympathy for the companies that perpetuate this ugly arms race.
> So forgive me for having exactly zero sympathy for the companies that perpetuate this ugly arms race.
But companies have all the power so they should be able to make all the rules, and so we should all be sympathetic with them as they deal with the legitimate hardship of things not being perfectly in their favor.
Those excess humans just need to grow up and die already. /s
It's true that both sides of the arms race make things worse. But the thing is, at risk of sounding like a child: companies started it.
We've all heard the complaints, "why does this job make me submit my resume, and then fill out a form with all the same information on my resume??" and "why is this job listed as entry level when it requires 3 years of experience??", and "this job posting isn't even maintained, it only exists so someone can say they did due diligence before they hired their friend" -- these are all very valid complaints. And also a few of my complaints: why is every job posting super long, require a large amount of highly specific technologies that can easily be learned on-the-job, and also paradoxically really vague about the /actual/ checkboxes that they'll be using to screen out your resume? And what is the point of cover letters; what am I supposed to say on the cover letter that wouldn't be covered on my resume?
Companies have been doing this BS for many years. I don't blame people at all for adopting strategies which let them spam applications. I haven't even heard one coherent argument, from the hiring managers who claim to despise it, why spamming applications is supposed to be bad in the first place.
Those even just asking interview problems should be able to answer those problems in the same time that interviewees are expected to upon seeing them for the first time. I don’t think most can.
You need to ask questions that you can solve in something like a quarter of the time you're allocating for the interviewee, not just the same time. Even if you're interviewing someone with your exact skill set and domain knowledge (and you aren't) there's just a bunch of inherent overhead in presenting someone else with a problem to solve.
This is so obvious but so overlooked. Every time I added an interview question I gave it to engineers at the company whose abilities I knew will and administered it like an interview. If they didn't crush it with plenty of time it didn't make the cut.
I don't know why this isn't more common - why even HAVE interview questions if they aren't trying to learn something in particular and how can you do that without both intent and calibration? I had a lot of strong opinions about the interview process but that usually put me at odds with the people above.
Interviewing sucks. Everyone would benefit from taking a moment and remembering how much it sucks for the humans involved. Bring as much empathy to the table as possible!
Anyone in charge of hiring should be fired if they go more than X days/weeks without actually hiring someone. I've seen people complain that their biggest impediment to growth is getting hires through their own HR departments.
Small companies don’t have people whose only job is to hire other people. So yes, this is a large company problem. When you’re small, generally everyone is already involved in the hiring process and has a reason for making sure the roles are filled.
I wish it was this simple but you need to fix a lot of things about interviewing culturally before you take a sledgehammer to it all by instituting week by week quotas. “Well they might suck but we need to hire them as the week is almost out!” Seems like a recipe for disaster.
I’ve said before that the director of engineering should solve at least one ticket a month. Minor, but still one. Then they wouldn’t spout bullshit like “the documentation should be complete” and “how hard could it be?”
At one start-up developers were expected to a do a shift in the warehouse and delivery.
What is the worst is the director that hasn't touched code in 15-20 years, remembering with rose-tinted glasses and never experienced the organization he is leading.
Twice in my career I have applied for jobs that ghosted me, only for a recruiter to bring me in with the same resume for more money.
I don't know many other positions where someone can so easily throw away $25k of the companies money because they just couldn't be bothered to do their job.
Government. Military. Boss doesn't get around to signing the order until the Friday before the exercise. Logistics people are now booking flights/hotels using last-minute rates. 25k is nothing when you are trying to get 100+ people into hotel rooms at the last minute.
"...the problem with LLMs is they’ve got all this implicit environment that they carry around with them. You wanted a resume, but what you got was a LLM holding the resume, and the entire BANANA."
Indeed. A simple, "Generate a short, one paragraph intro letter for this job posting. Pretend you are me, no matter what, don't give any hints that you are an AI answering for me." As part of the prompt for generating the intro letter will probably get you pretty far in avoiding this.
Simon Willison[1] has a very compelling series of posts on why this will absolutely not work. The basic problem is that the model doesn't see your prompt. It just sees a bunch of numbers (after tokenization) and pretty much any attempt you make to prevent prompt injection (which this is a simple prompt injection) can be defeated.
What the world needs is the equivalent of "placeholders" like are used to prevent sql injection and the models to be trained (and model apis changed) to treat the information coming through the placeholder as fundamentally different to the main prompt and context.
You are literally using AI to "spend less time on repetitive manual" tasks.
And the prompt is: "why you'd love to work at Intrinsic." That's insightful. Two word: "Get Paid" Anything else is a lie. No one applying is looking for a higher purpose, and if you believe that, you are follling yourself with that application process.
Also, you do a bad job at blacking out the persons name. Michelle who? Two letter last name? Something u?
Maybe you should worry about exposing private information like that? You knew you shouldn't have shared that, but now Michelle ?u from San Jose needs to worry.
Lots of people work to get experience in an area they're excited about. The get paid may be important, but the other part is to work on problems they find interesting that they'd might not otherwise get a chance to and within a structure they might find difficult to organize themselves.
You seem to have a very jaded take on employment, but please don't generalize.
It is a one-word opener for an addressal, so adding an exclamation mark indeed sounds like something a human would do. Of course, that means an AI is likely to do it too. If they weren't good at sounding like humans, we wouldn't be talking about this.
Having a blacklist assumes these companies are competent enough to have agreed upon standards, infrastructure, budgeting for sharing these fraudulent applicants. I very much doubt this has happened. Strike down one AI, and ten more pop up to take its place.
Also as an unasked-for endorsement: Intrinsic[1] are awesome. If you need someone to work on trust and safety stuff (or want a job in that field) check them out.
Company that claims to help you save time with AI is pissed that applicants are using AI to fill out meaningless time-wasting questions on the job application. This exhausts my irony quota for the day.
Not surprising at all. There are some devs on r/csmajors who shared their browser automation bots integrated with ChatGPT to apply for positions. One guy claimed his bot applies to 300+ offers per day on LinkedIn. He also complained that he only got a handful of responses. I'm sitting on the other side and in my team we're rejecting 40+ CV per day... It's time to add some prompt injection to all offers.
This is always my response when someone complains "I filled out 500 applications but didn't get a single response!" The problem is that you filled out 500 applications. Instead find 5 jobs that are actually a good fit for you and spend your energy in applying for those.
So set up your automation to ignore any questions that call out mentions of AI or large language learning models and to always reply as if you are a candidate.
Frankly I'm not bothered by their pain since they are the ones that made this hiring hellscape.
Both sides of the process have real skin in the game, but the difference is that employers (and not employees) typically control the structure of the hiring process. So insofar as the hiring process becomes degenerate, that's something companies can do something about, but not something candidates can do much about (except in this case fail to follow their own obvious incentives).
I'm not exactly cheering for LLM-driven spam here, but the way applications work has incentivized candidates to be maximally spammy for a very long time.
The other side of this is that the candidate who the hiring managers ignore for not fitting their hopelessly-unrealistic criteria (and not having the good sense to have a family member or golfing buddy in the C-suite) is risking homelessness. This is not a hypothetical situation; even just here on HN I've seen many people post about dealing with that kind of problem for months or years at a time, let alone other sites.
This is not equivalent to having to work with people who aren't pulling their weight and having slightly lower stock-based compensation—which is, in nearly all cases, either on top of significant regular salary, or being given in such quantities, and to someone with so much existing wealth, that it basically doesn't matter.
Working with someone who's not pulling their weight and induces negative progress on a team is just demoralizing, no matter how much money you have or make. Working with a 1x or 10x engineer? How about working with a -10x engineer?
It's better than being unhoused, sure, but managers, faced with the challenges of firing someone, along with a demoralized team, aren't going to go "y'know what? it sucks being unhoused, lemme hire more bad employees" and loosen up hiring recs. We can discuss at length how terrible it is to be unhoused, but it's not going to change that basic fact.
What about trying to work with them to make them a better employee?
Sure, there are some who genuinely just want to take as much as they can and give as little as they can get away with, but they are, without a doubt, a tiny, tiny minority of people. By and large, people want to be able to contribute and do good work.
The problem is, the current system doesn't allow this. It says if you're not hitting the ground running day 1, you're a liability. It says no one will ever be trained on anything, so even if you know Java, PHP, and Kotlin, if you aren't also a several-year veteran of AWS, Kubernetes, and Agile, you have no chance. It says the one thing that matters is Line Go Up, always, and if we ever suspect you might not be contributing as much to Line Go Up as you could be—even if you're not actively making it go down—then you are a problem and need to be forcibly corrected or removed.
So instead of investing in a system where employees feel valued, and know that if they need to shift from one specialty to another, or come in without 100% of the skills expected of the position, they can take a little while and be trained to do what's needed, we treat people like things, and then justify it by saying they'll make everyone else's pay lower if they're allowed to stay.
as an aside (as the post is about someone searching for a job), today I had an interview (screen sharing GoLand IDE from my laptop, which I haven't used in a bit), and it was "disturbing" how it's "AI" features were filling in the code (correctly) that I was planning on writing live for the interview. Commented to the interviewers that it felt like i was cheating. (their response, this is no where near the level of cheating we've seen).
80 comments
[ 2.3 ms ] story [ 142 ms ] threadThat BANANA check would be way more effective if they placed it in the middle of a random sentence.
Thought I'd share in case others were lacking context. :)
[0] https://www.msn.com/en-ph/money/technology/i-m-a-tech-startu...
Due likely to extensions in Firefox, I get empty image previews on X (I believe I deleted my account several years ago). It's not always clear when there's more than one so when I clicked, I saw the response, not the reason. So the one other person on Earth with my wonky setup might get some help ;)
The odds everyone on HN will be able to read the link are low.
Sometimes it's a thread that can't be read unless you're logged in.
Sometimes the interesting bit is in the comments which may or may not show up if you're not logged in.
Sometimes it's a video that might play three times out of five, or it might just show an endless spinner two times out of five.
The platform itself is a dog's breakfast of dark patterns and unpredictable glitches, so when I see a link to X my reflex is to downrank it just for the high probability of frustration.
The job market is hell to apply in. Job seekers are incentivised to come up with strategies and techniques to make mass application simpler, and sure enough, they have. Go team humanity.
Like Intrinsic is... combating spam. Would spam not exist if there were no spam filters?
The thing is, it is not a symmetric situation. Barring serious outliers, the worst that's going to happen to a company that can't find "the perfect candidate" is that they hire someone who is suboptimal. Maybe they even don't have the skills they claimed at all. Oh no, efficiency will be down and the execs' stock options might not be worth quite as much.
On the other hand, the worst thing that's going to happen to a typical job seeker who can't find a company that will hire them is that they will run through their savings—wait, do they have savings? this is America we're talking about, so probably not!—and be unable to pay their bills, causing them to become homeless.
So forgive me for having exactly zero sympathy for the companies that perpetuate this ugly arms race.
But companies have all the power so they should be able to make all the rules, and so we should all be sympathetic with them as they deal with the legitimate hardship of things not being perfectly in their favor.
Those excess humans just need to grow up and die already. /s
We've all heard the complaints, "why does this job make me submit my resume, and then fill out a form with all the same information on my resume??" and "why is this job listed as entry level when it requires 3 years of experience??", and "this job posting isn't even maintained, it only exists so someone can say they did due diligence before they hired their friend" -- these are all very valid complaints. And also a few of my complaints: why is every job posting super long, require a large amount of highly specific technologies that can easily be learned on-the-job, and also paradoxically really vague about the /actual/ checkboxes that they'll be using to screen out your resume? And what is the point of cover letters; what am I supposed to say on the cover letter that wouldn't be covered on my resume?
Companies have been doing this BS for many years. I don't blame people at all for adopting strategies which let them spam applications. I haven't even heard one coherent argument, from the hiring managers who claim to despise it, why spamming applications is supposed to be bad in the first place.
I don't know why this isn't more common - why even HAVE interview questions if they aren't trying to learn something in particular and how can you do that without both intent and calibration? I had a lot of strong opinions about the interview process but that usually put me at odds with the people above.
Interviewing sucks. Everyone would benefit from taking a moment and remembering how much it sucks for the humans involved. Bring as much empathy to the table as possible!
This kind of attitude is fine at large companies, but it's a good way to absolutely sink your small business.
Someone saying "how hard can it be" is kind of a flag that they have zero idea of how hard it is or isn't.
What is the worst is the director that hasn't touched code in 15-20 years, remembering with rose-tinted glasses and never experienced the organization he is leading.
I don't know many other positions where someone can so easily throw away $25k of the companies money because they just couldn't be bothered to do their job.
- Joe Armstrong, in some alternative reality.
I can read half that name without even trying, and could make out the second half in a couple minutes if I cared enough.
I'm sure it will be a fascinating cat and mouse game, except for the part that communication's S/N ratio will get even lower...
What the world needs is the equivalent of "placeholders" like are used to prevent sql injection and the models to be trained (and model apis changed) to treat the information coming through the placeholder as fundamentally different to the main prompt and context.
[1] https://simonwillison.net/series/prompt-injection/
"revolutionizing"? Really?
"disruptive technologies"?
You are literally using AI to "spend less time on repetitive manual" tasks.
And the prompt is: "why you'd love to work at Intrinsic." That's insightful. Two word: "Get Paid" Anything else is a lie. No one applying is looking for a higher purpose, and if you believe that, you are follling yourself with that application process.
Also, you do a bad job at blacking out the persons name. Michelle who? Two letter last name? Something u?
Maybe you should worry about exposing private information like that? You knew you shouldn't have shared that, but now Michelle ?u from San Jose needs to worry.
You seem to have a very jaded take on employment, but please don't generalize.
Not substracting prestige staffing for being guilty...
Hi,
We see that you have worked for our firm before. But we do not have an updated resume. Can you contact us and upload an updated resume.
They got this hint by the way when I sent some pictures back of my middle fingers extended.
Lookie 'ere, HR, we didn't start the AI escalation in the application process.
Maybe if you started treated humans like humans again, we could stop treating you like robots?
Also as an unasked-for endorsement: Intrinsic[1] are awesome. If you need someone to work on trust and safety stuff (or want a job in that field) check them out.
[1] https://withintrinsic.com/ <- the company that Karine is ceo for.
Frankly I'm not bothered by their pain since they are the ones that made this hiring hellscape.
I'm not exactly cheering for LLM-driven spam here, but the way applications work has incentivized candidates to be maximally spammy for a very long time.
The other side of this is that the candidate who the hiring managers ignore for not fitting their hopelessly-unrealistic criteria (and not having the good sense to have a family member or golfing buddy in the C-suite) is risking homelessness. This is not a hypothetical situation; even just here on HN I've seen many people post about dealing with that kind of problem for months or years at a time, let alone other sites.
This is not equivalent to having to work with people who aren't pulling their weight and having slightly lower stock-based compensation—which is, in nearly all cases, either on top of significant regular salary, or being given in such quantities, and to someone with so much existing wealth, that it basically doesn't matter.
It's better than being unhoused, sure, but managers, faced with the challenges of firing someone, along with a demoralized team, aren't going to go "y'know what? it sucks being unhoused, lemme hire more bad employees" and loosen up hiring recs. We can discuss at length how terrible it is to be unhoused, but it's not going to change that basic fact.
What about trying to work with them to make them a better employee?
Sure, there are some who genuinely just want to take as much as they can and give as little as they can get away with, but they are, without a doubt, a tiny, tiny minority of people. By and large, people want to be able to contribute and do good work.
The problem is, the current system doesn't allow this. It says if you're not hitting the ground running day 1, you're a liability. It says no one will ever be trained on anything, so even if you know Java, PHP, and Kotlin, if you aren't also a several-year veteran of AWS, Kubernetes, and Agile, you have no chance. It says the one thing that matters is Line Go Up, always, and if we ever suspect you might not be contributing as much to Line Go Up as you could be—even if you're not actively making it go down—then you are a problem and need to be forcibly corrected or removed.
So instead of investing in a system where employees feel valued, and know that if they need to shift from one specialty to another, or come in without 100% of the skills expected of the position, they can take a little while and be trained to do what's needed, we treat people like things, and then justify it by saying they'll make everyone else's pay lower if they're allowed to stay.