Sorry it seems you had not a good experience.

I am a little confused though. You referred multiple times to hiring managers, but we don't have hiring managers. At least not yet. Did you apply directly to careers@serpapi.com?

It doesn't mean the hiring process is where I want it to be. I would appreciate a way to look up your thread indeed to improve things on our side, but if you don't want to share your identity with me here or privately, it's okay.

Sorry is "Thank you so much. I will have a serious sit down with the people doing the hiring. I will audit ALL the email threads from ALL candidates, sorted into: Rejected vs. Accepted. I will examine our supposed interview policies and decide if burning our brand to find engineers with experience conducting open heart surgery while piloting a space crafts (Well, if that even is enough experience to give product demos & respond to prospect/customer emails)"

Sorry is "I'll actually do something about this to improve our process."

And yes, you're correct-- You have title-inflated (and probably ego-inflated) "Directors"-- not managers.

Also-- Why can't you hire anyone in the biggest glut of software engineers in years?

If you can't hire people in this hiring climate, the problem is you/your staff, not the candidates.

You and your hiring managers made your bed. Now sleep in it.

You haven't even addressed whether or not:

--> Not providing feedback after engineers invest their time into your interview process (such as via take home project or tests) is a Policy of your company <--

##########

Verdict: I am hereby revoking your ability to freely post on Hacker New's monthly "Who is hiring" for the foreseeable future.

If you're still hiring for those roles next month, I'll be here next month too to tell people to beware of your time wasting shenanigans.

Good luck.

The chickens have come home to roost.

Let this be a warning to all hiring teams: Treat engineers with dignity and respect. You're in our community, and on our platform: the internet.

##########

Feel free to just share the details in an email as suggested above.

Details of what??! Things you already know you "Directors" (really they're just managers) do, with approval or instruction from the CEO?

You at Serp API took applicants for granted.

Now we'll reduce the flow of applicants.

What kind of game did you think you all were playing? "Screw these engineers, we can just kick them to the curb like trash. Hahaha! Who cares? They're disposable, they can't do anything about it."

See how that works? Ohh how the tables turn...

Don't worry-- You guys don't value job applicants anyway, as demonstrated by your behaviors. You won't miss them.

Note: I am choosing to treat your leadership like they treat job applicants: I am not giving you feedback.

Instead, I am giving feedback to everyone-- right here in this thread. And in next month's thread. And the month after that. This is what happens when you disrespect people with whom you share a open, public forum.

I think it's best if we all learn together.

Does Serp API provide feedback to rejected applicants, when those applicants put hours into their take-home project or test?

Given that no answer has been given on this, I assume the answer is No.

That was my experience and the experience of 1 person who commented, and possibly the 7 people who upvoted the initial reply I made.

That's basically punishing engineers-- disincentivizing them from applying to your company (and other companies who do this).

So, I am just here to let all Engineers know:

Serp API will not respect the time you put into applying to their company.

As is the case with many companies.

We engineers should all speak up about these practices. Companies will change if it effects their brand.

You negatively effect my resources? OK, I'll do the same back to you. Let's all play the game of not respecting each other and see where it gets us.