GoKawiil
Tech News
The founder of CRM consulting agency MVRK describes building a seven-person team spread across six countries without using job boards or recruiters. The team members operate remotely and none live in the US, Canada or UK, the three markets where MVRK does most of its client work. The founder says all hires came from relationships built in online communities at no monetary cost.
Employers increased job postings in September, according to new data, alongside a rise in gross hiring and a decline in layoffs. The improvement comes even as voters head to the polls amid persistent dissatisfaction over high prices.
Hacker News posted its monthly 'Who is hiring?' thread for November 2026, where companies can list open positions directly as comments. The guidelines ask posters to specify location and remote policy, represent only companies they personally work for, and commit to responding to applicants. A companion thread, 'Who wants to be hired?', was also linked for job seekers.
An Anthropic engineer argued that conventional coding interviews no longer effectively measure a candidate's real-world ability, given how widely AI coding assistants are now used in actual software development. The claim centers on the idea that interview formats have not kept pace with how engineers work day-to-day with AI tools.
Executive recruiting has changed dramatically over the past decade as artificial intelligence tools now play a major role in sourcing and assessing leadership candidates. At the same time, strong demand for experienced leaders has led some companies to bring retired CEOs back into active roles, altering the competitive landscape for executives seeking new positions.
The founder of medical supply company MedLab International says they started the business using only an $8,000 credit card, with no outside investment. With limited funds, they personally handled warehouse packing, inventory management, supplier negotiations, deliveries and customer support rather than hiring staff.
A contributor to Entrepreneur argues that companies should shift hiring criteria away from matching past job experience toward assessing a candidate's capacity to learn and adapt as AI changes job requirements. The piece cites NFIB data from September showing 45% of small-business owners had few or no qualified applicants, and 26% ranked labor quality as their top business concern, more than double the historical average.
A new report on hiring trends finds that roughly 80% of job seekers who apply for positions never hear back from employers, not even a rejection. The findings suggest silence, rather than formal rejection, has become the default outcome of job applications.
A business owner writing for Entrepreneur argues that companies should define the specific outcome they need before creating a new job, rather than defaulting to hiring. The piece recommends breaking down roles into outcome, required work, tasks needing human judgment, and the actual missing capability, citing AI, automation, freelancers and fractional executives as alternatives to traditional full-time hires.
A contributor with over 32 years in the industry writes that many founders delay formalizing payroll, benefits, compliance and hiring systems, relying instead on spreadsheets and personal oversight while small. The piece argues that as companies grow—especially across multiple states—these informal setups quickly become inadequate, and waiting to address them makes fixes more costly and complex later.
A demonstration titled 'Claude Duet' shows the AI assistant simultaneously tracking multiple unrelated business threads—a hiring deadline, a contract renewal dispute, a new store opening, investor meeting prep, and customer refund issues—summarizing each and flagging items needing human decisions. The example presents Claude compiling status updates across HR, legal, operations, fundraising, and customer service without the user re-explaining context.
A hiring manager's social media post describing how automated applicant-tracking systems can filter out qualified candidates has gone viral. The post argues that positions can remain unfilled for months not because no suitable candidates exist, but because screening software mistakenly rejects them before a human ever reviews their application.