We've designed BetterLeap to simplify and enhance the most painful and complicated part of career development — job search. So whether you're just beginning your journey, or are actively looking to transition, I hope that you find your experience with BetterLeap to be refreshing.
Today we're launching One Interview, a tool that helps you unlock new opportunities with one comprehensive interview. Essentially, you can now interview once, apply everywhere.
Getting started is easy:
- You schedule a time with us.
- You go through an adaptive and personalized interview.
- You get matched with companies that are ready to hire you.
One interview allows you to connect to many companies at once and, ultimately, to put your job search on autopilot.
We currently only support frontend, backend, and full-stack engineering roles but we're onboarding new roles regularly. So if you're looking for other roles, stay tuned for more updates soon.
We're excited to help you with your job search. In the meantime, we hope you and your loved ones are staying safe.
NOTE If you're a company that's hiring and growing your team, apply to join our one interview program.
Amazing founder and a great company. I’ve worked for and with him before in prior ventures. One of the most intelligent and sincere people I’ve ever met.
Airbnb Payments | Engineers and Data Scientists | Full-time ONSITE (SF)
At Airbnb, we want to create a world where anyone can belong anywhere. And we’re just starting.
The Airbnb Payments team empowers people and communities to participate in our global marketplace. We transmit billions of dollars, in real-time, and in 70+ currencies in over 190 countries around the world. We want payments to be simple and transparent, yet invisible and comfortable. Less transactional, more human.
We’d love to grow our team with people who are excited by operating at a global scale, creating frictionless experiences, and empowering millions of entrepreneurs.
My advice is to realize that you are hired as a leader in the organization. Use your leadership to change what needs to change so that the company succeeds. An important factor for the success of the company (as long as you are still hired there) is that you are doing what you love doing and what helps the company, because it'll make a big impact. If you like writing code and write 2 lines of code, it'll raise the morale of the team and get them motivated to work more.
What I am trying to say is assume your leadership and do what you want to be done. If the company likes it, then great. It is a win-win situation. If not, then next steps are clear.
1. The way I think about it is that you have a goal/vision for why you start the project. Having a co-founder is very important and necessary to achieve this goal because your business will run into a number of roadblocks that you need a partner to help you go through it. However, whether or not your co-founder works as hard as you is really irrelevant.
You said that you are doing well financially and aren't starting these projects because of money. Then who cares if you "only" get 50% of the company? Your goal and intention is to solve a big problem. Get focused on that. The world is gonna pay you back in so many other ways than your 50%.
The other piece of advice is try to be really picky with your co-founders. Find ones that you trust and have worked with before or can get amazing references about. That way you know that he'd do his job the best way possible regardless of how many hours he puts in.
I find myself so heavily disagreeing with almost every aspect of this advice, that I feel the strong urge to leave a response, although I did not intend to.
>Having a co-founder is very important and necessary to achieve this goal because your business will run into a number of roadblocks that you need a partner to help you go through it.
The most likely issue and road block for an early stage startup, especially one where founders are already doing well financially, is actually co-founder trouble.
> However, whether or not your co-founder works as hard as you is really irrelevant.
I cringe when I hear advice like this. I have been there. It has been one of the most demoralizing and depressing experiences of my entire life. Working your ass off for something while seeing your co-founder not really giving a shit simply doesn't work unless you intend to make a complete idiot out of yourself. Startups aren't socialist communities. Anyone who signs up should be aware of that.
> Then who cares if you "only" get 50% of the company?
Well then why not give up all of the company and give all of the shares to your co-founder slacking off? Company stake isn't only about the money. It is equally about control and about capital. Imagine having 50% for the "main" founder, 20% for the co-founder and 30% owned by angels / VCs who actually put assets into the company. Sounds like a better deal to me...
> The world is gonna pay you back in so many other ways than your 50%.
I am not sure how to express utmost disagreement with this. In the case of success you will get paid back exactly what has been agreed to in writing. Nobody will ever consider you the "spiritual" owner or founder of the company just because you say you worked harder. But everybody will consider you the real founder if your equity stake is higher. Simple as that.
> The other piece of advice is try to be really picky with your co-founders. Find ones that you trust and have worked with before or can get amazing references about.
Yes, this is good advice. However a startup can bring out really bad aspects of one's personality. Sometimes aspects you didn't know existed before you started the startup. Make sure you pick someone you know is loyal and handles stress well. These are the most important aspects of co-founder picking.
I have thought for a long time that a good choice for
a 50/50 business arrangement is where both parties
feel perfectly comfortable each doing 60% of the actual
needed work indefinitely.
With the right pair, the trust, confidence, and respect
for each other is there, regardless of lopsided contributions from time to time (not forever).
If each is always focused on doing more than 50%,
actually each FEELING like they are always doing more than 50%, and feeling good about it, even though that would be in excess of their compensation by definition, this eliminates some of the biggest doubts you have suffered from.
Plus on those occasions where more than a nominal 100% needs to be accomplished, you will not only be capable and prepared, but it will not even be a stretch.
As others have said, this emphasizes how carefully you need to align with your partner.
I completely disagree. Traditionally, Sysadmins are what you bring in once you've grown enough that operational issues detract from development. Not only this made sysadmins feel terrible over the years having to deal with nasty production environments, but also developers were always slowed down because "Ops" were the bottleneck. And they were the bottleneck because developers didn't think like sysadmins when they started. It keeps going back and forth.
I hope the audience is smart and intuitive enough to understand that if none of the co-founders is a coder, then obviously your first hire can't be a sys-admin. With that assumption, having a sysadmin early on will only improve the productivity of the development team as is the case at Crowdtilt.
I guess the better word than Sysadmin is DevOps. Because what the author did at Crowdtilt wasn't just deploying and maintaining servers, but actually impacting and streamlining the development process.
Today we're launching One Interview, a tool that helps you unlock new opportunities with one comprehensive interview. Essentially, you can now interview once, apply everywhere.
Getting started is easy:
- You schedule a time with us.
- You go through an adaptive and personalized interview.
- You get matched with companies that are ready to hire you.
One interview allows you to connect to many companies at once and, ultimately, to put your job search on autopilot.
We currently only support frontend, backend, and full-stack engineering roles but we're onboarding new roles regularly. So if you're looking for other roles, stay tuned for more updates soon.
We're excited to help you with your job search. In the meantime, we hope you and your loved ones are staying safe.
NOTE If you're a company that's hiring and growing your team, apply to join our one interview program.