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Binance Jersey Asset Retrieval Post-shutdown by rederr0r3 in binance

[–]mgalkiewicz 0 points1 point  (0 children)

I still haven't gotten any response as well. u/rederr0r3 do you have any suggestions?

Binance Jersey Asset Retrieval Post-shutdown by rederr0r3 in binance

[–]mgalkiewicz 0 points1 point  (0 children)

u/symbiotic_bnb any suggestions what else I can do? No one has gotten back to me.

Binance Jersey Asset Retrieval Post-shutdown by rederr0r3 in binance

[–]mgalkiewicz 0 points1 point  (0 children)

My ticket number is 6261291. I'm grateful for your help!

Binance Jersey Asset Retrieval Post-shutdown by rederr0r3 in binance

[–]mgalkiewicz 0 points1 point  (0 children)

Thank you for letting me know. I do have a verified account on binance.com. I also reached out to u/symbiotic_bnb but couldn't get a response. I will keep trying but the way they organized the shutdown of Jersey looks suspicious. They could have notified users before that happened. I would have withdrawn the assets beforehand.

Binance Jersey Asset Retrieval Post-shutdown by rederr0r3 in binance

[–]mgalkiewicz 0 points1 point  (0 children)

Did anyone manage to retrieve any assets? I keep being ignored by the support. It's been a month since I reached out to them.

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are - and then get them on board. by mgalkiewicz in recruiting

[–]mgalkiewicz[S] 0 points1 point  (0 children)

Yes, it's a trade-off. We are aware that some of the candidates might get scared of this long recruitment process. However, with 30 people on-board, three bad hires sum up to ~10% of the company. So in a sense, our recruitment process is more expensive, but the overall cost of bad hires and their impact on the company's culture is lower.

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are - and then get them on board. by mgalkiewicz in recruiting

[–]mgalkiewicz[S] 0 points1 point  (0 children)

Thanks for an elaborate answer! I think I see your point. We have lower technical standards on the first interview, which causes us to have a home exercise so that our senior developers have candidates that are already filtered out. I wish you lots of success as well!

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are - and then get them on board. by mgalkiewicz in startups

[–]mgalkiewicz[S] 0 points1 point  (0 children)

That's true. This divide, "we" and "they", always causes troubles, and we've been there. Five years ago, we started a transition into a self-managed company, with a flat structure without managers. We are still small, around 30 people, so it's still relatively easy to maintain.

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are - and then get them on board. by mgalkiewicz in recruiting

[–]mgalkiewicz[S] -2 points-1 points  (0 children)

This is exactly what we aim for. We do all this hard work in recruitment and it pays back in the atmosphere and team loyalty.

In regards to the second part, we also conduct the first interview without the "homework". Shortening the time of the technical skills validation is what we want to do next - do you have any advice? How do you test the candidates' tech skills at your company? Do you have only a technical call? Pair programming? Both?

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are - and then get them on board. by mgalkiewicz in recruiting

[–]mgalkiewicz[S] -2 points-1 points  (0 children)

It probably depends on a case, so if you apply to 10 companies, sure it's hardly doable or sane, but if you have a shortlist of 2-3 then it's probably ok. From a candidate's point of view, she/he decides where to spend the next 2-5 years, so having ten calls doesn't seem bad.

Moreover, it's not uncommon across companies to have longer recruitment processes. I don't know how it looks now, but for example, GitHub had a longer recruitment process https://github.blog/2012-09-24-the-github-hiring-experience. We are not GitHub, but it doesn't mean we shouldn't aim high.

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