A hiring manager posted that she's 200 resumes into an open role and it's "nothing but AI slop." Same openers, fabricated tech stacks, claims that collapse with a ten second LinkedIn check. She got a…

17245612 viral

Hiring & Recruiting4 months ago

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With applicant fraud, spam, and scammers on the rise, I had this wacky idea. I don’t know if it would work, but I’m curious if anyone’s tried this… Most of the fraud / spam / cheating is a lot easier…

854709 viral

Recruiting & Hiring3 months ago

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Got to co-host a fun dinner at the Prospect in SF with CodeSignal last week A wonderful blend of familiar faces and new folks. It was refreshing to have real, in-the-room conversations about what’s t…

1261917 viral

Talent Acquisition4 months ago

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Recruiters are now expected to be fraud detectors. But most haven't been given the tools to do it. Prime example: Fortune reported on a startup founder who caught a deepfake candidate mid-interview.…

1032327 viral

Recruiting & Hiring3 months ago

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Stripe co-founder John Collison said "No batch of 10 people will ever have as much influence on the company as those first 10." Most founders think he's talking about culture. He is. But there's a se…

1071225 viral

Hiring4 months ago

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You're about to hire someone brilliant who can't take feedback. You just don't know it yet. Dylan Field was 23. Two years into building Figma. No product launched yet. Product genius. Management disa…

82614 viral

Hiring3 months ago

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Topics & Content Focus

Primary Topics

Systemic hiring quality design (bar-raising mechanisms, separating authority from accountability)Recruiting operations and interview architecture for high-growth tech teamsApplicant fraud, deepfakes, and risk management in modern talent pipelinesEvaluating slope and leadership potential (coachability, capacity to grow) rather than just day-one skillsInstrumenting hiring with feedback loops and data to improve signal per hour

Secondary Themes

Remote vs. in‑person hiring tradeoffs as a security and quality leverRecruiter enablement under resource constraints (tools, training, time)Interviewer calibration and rubric effectiveness across loopsCultural mechanisms like Amazon’s Bar Raisers as scalable quality controlDesigning interview questions and prompts that surface coachability and feedback mindset

Industry Focus

B2B SaaS talent acquisition and recruiting operationsHigh-growth tech startups and scale-ups (engineering, product, sales hiring)Technical recruiting and interview design for software and product teamsPeople Ops / Talent leadership (Heads of TA, Recruiting, HR in tech-driven companies)

Content Categories

Operational playbooks and hiring system design frameworksCase-study breakdowns of iconic tech companies’ hiring practices (Amazon, Stripe, Figma)Trend and risk analysis around applicant fraud and deepfakesInterview question scripts and evaluation techniques for hiring managersThought experiments and unconventional process ideas to deter fraud or raise the barData-informed critiques of common hiring rituals and “theater” processes

Performance Insights

Avg Engagement Rate

STABLE

Performance Trend

Best Performing Topics

Applicant fraud and deepfakes as a structural threat to hiring signalSystemic constraints on recruiters (expanded mandate without support or tooling)Provocative, low-cost process hacks to deter scammers or improve pipeline quality

Virality Signals

High comment volumes when posts end with explicit multi-part questions or ask for direct experience (“Anyone try this?”)Anchoring hot-button fears (fraud, deepfakes, fake identities) in concrete statistics and media citationsPositioning the audience (recruiters, TA leaders) as victims of systemic under-support, which drives resonance and sharingUsing recognizable company stories (Amazon bar raisers, Stripe’s interview loop, Figma’s founding journey) to legitimize non-obvious claimsProviding one crisp, portable diagnostic question or mechanism that readers can immediately test in their own process

Structure & Quality

300

Avg Length (Words)

HIGH

Depth Level

ADVANCED

Expertise Level

0.8/10

Uniqueness Score

Common Hooks

Dialogue cold-open that drops you into a live conversation with a Head of TA or founderContrarian claim that a familiar hiring practice is the real problem, not the peopleSpecific big-name company example (Amazon, Stripe, Figma) used to challenge current normsRisk-forward hook that surfaces an unseen threat (deepfakes, fraud, hidden ceilings on talent)Second-person framing that personalizes the risk or opportunity (“You’re about to hire someone brilliant who can’t take feedback…”)

Common Endings

Single-sentence distilled lesson that reframes the whole postA sharp diagnostic question readers can directly use in their next interviewBinary or open question inviting judgment on an unconventional idea (“Interesting idea? Horrible idea?”)Explicit ‘LESSON:’ style summary followed by a generalizable principle

Value Delivery Methods

Translating well-known company practices into concrete, implementable mechanisms for smaller teamsReframing familiar pain points (bad hires, interview variance, fraud) as system design and measurement problemsSupplying specific structural components (independent veto power, written rationale, calibration loops) rather than vague adviceEquipping hiring managers with simple but powerful interview questions to expose hidden traits like coachabilityHighlighting second-order effects and tradeoffs (e.g., remote convenience vs. fraud exposure, more interviews vs. signal per hour)

Formatting Style

Short paragraphs with intentional white space for readabilityScript-style dialogue with speaker tags (e.g., “Head of TA:”, “Me:”) to create narrative flowNumbered lists to codify mechanisms, prerequisites, or components of a systemInline quotes and paraphrased speech from leaders (e.g., Andy Jassy, Dylan Field) to anchor authoritySection shifts introduced with phrases like “But here’s the part…” or “Why this matters now:”

Audience & Tone

YES

Question Usage

0.5%

Response Rate

Detected Tone

Systems-minded operatorAnalytical storytellerData-informed pragmatistSmart-casual domain expertsemi-formalfirst-person

Interaction Style

Practitioner-to-practitioner, speaking as an operator who has run these systems beforeCollaborative hypothesis testing, treating posts as prompts for the community to validate or invalidate in the fieldEmpathetic acknowledgment of recruiter and TA constraints before proposing systemic fixes

Community Building Signals

Creating shared terminology and mental models for complex hiring problems (e.g., bar raisers, interview ‘theater’)Inviting war stories and experiments from TA leaders and recruiters to co-create best practicesPositioning the audience as co-owners of the solution, not just consumers of advice

Writing Style Patterns

Content Strategy

Hook: Dialogue cold-open that drops you into a live conversation wTone: semi-formalCTA: Open-ended questions soliciting practitioner exper

Writing style breakdown

Core characteristics

Tone is professional but highly conversational, with a strong teaching / explanatory bent.

It is direct, analytical, and grounded in operators’ reality (founders, hiring managers, recruiters).

- Feels like a hybrid of

Thoughtful LinkedIn thought-leadership

Crisp product / ops memo

Short-form narrative business writing

Not poetic; instead: precise, concrete, and example-heavy.

Very low fluff; each sentence typically carries a discrete idea.

Formality

Mid-formal: uses standard grammar and syntax with frequent contractions (“we're”, “can't”, “doesn't”).

Comfortable with colloquial phrases (“wacky idea”, “kind of ok”, “two weird people working on an idea”) but always in a professional context.

Occasionally uses slang shorthand like “bc” for “because” and emojis in lighter posts, but sparingly.

Energy and pacing

Moderately high energy without hype.

Posts move quickly, with ideas delivered in short, intentional bursts.

Built around tension and release: set up a problem or misconception, then flip it with a crisp reframing or lesson.

- Frequent use of

Contrast and reversal: “Not because X. Because Y.” / “Most founders think… He is. But…”

Short, aphoristic sentences: “Brilliance without coachability is a ceiling.”

Parallelism and rhythm in lists: “More interviews, more process, more alignment meetings. More motion. Less clarity.”

Data/stats to anchor arguments (percentages, counts, time costs).

Concrete company examples (Amazon, Stripe, Figma, Spanx) and named individuals.

- Rhetorical questions are common, often

To set up a problem or hypothetical (“What would you do?”)

As a soft CTA at the end (“Interesting idea? Horrible idea? Anyone try this?”)

Storytelling is used as a vehicle for a concept, not for its own sake.

Lesson-oriented: many posts are structured to arrive at a single clear insight or “lesson” line.

- Mix of

First-person singular (“I run a recruiting technology company…”, “I had this wacky idea.”)

First-person plural (“At Gem, we're trying…”, “we implemented this at Dropbox…”)

Second-person direct (“Next time you're hiring anyone, ask one question:” / “If you haven't done the job, you can't spec the job.”)

Reader is treated as a peer operator (founder, hiring leader, recruiter) capable of nuance.

- Uses direct commands without being aggressive

Do the job until you can describe it.

Then hire someone who's better than you at it.

- When addressing multiple audiences, uses explicit labels

Candidates: …

Employers: …

Voice summary you should replicate

Smart, calm operator who has “seen the movie” and is explaining what actually works, through crisp stories, data, and simple mental models.

Confident but not loud; authoritative without being preachy.

Always trying to reduce complexity into 1–3 memorable, practical takeaways.

Steve Bartel

Warm Analysis

Performance Overview

Top Posts by Engagement

Posting Patterns & Frequency

Best Performing Days

Best Performing Times To Post

Topics & Content Focus

Primary Topics

Secondary Themes

Industry Focus

Content Categories

Performance Insights

Best Performing Topics

Virality Signals

Structure & Quality

Common Hooks

Common Endings

Value Delivery Methods

Formatting Style

Audience & Tone

Detected Tone

Interaction Style

Community Building Signals

Writing Style Patterns

Content Strategy

Core characteristics

- Feels like a hybrid of

Formality

Energy and pacing

- Frequent use of

- Rhetorical questions are common, often

- Mix of

- Uses direct commands without being aggressive

- When addressing multiple audiences, uses explicit labels

Voice summary you should replicate