Max Korpinen

This seems darn cool, congrats on the launchl! 🥳 I see a lot of potential, I'll give it a go with my product team! 🤓

I love the direction toward team productivity! 🙌 I've been following Undesk for some time and testing it out. Love the product, trust the team - congrats on the launch! 🥳

Really excited to try Undesk with my team for my next project! 🙌 I've been following the progress of the product and I love how it's being built for productivity, instead of just "fun" as many other virtual office products. Good luck with the development and growing the team!

Congratulations on the launch! 🥳 I love Wishbear already, and looking forward to seeing where you'll take the product!

Hey Product Hunt, this comment is a collaboration of Hireproof team members Nick (Product), Neea (Customer Success), Max (CEO), and Niklas (CTO) writing in a shared google doc, and we'll try to keep this brief. OUR STORY We met here, on Reddit: https://www.reddit.com/r/cofound... We were facilitating a few dozen interviews per month, and we were exhausted. Collecting feedback, maintaining the...

Interviews are really difficult. One "fix" is just to ask better questions. Instead of asking about theory, ask behavioral questions: "Tell me about the time you last used this feature." If you want to prepare really well, ask the same question from someone from your team or network who you know is really experienced in using the feature. Dot down what they respond to your question, and use...

There are no universally good/bad interview questions. The most suitable questions ALWAYS depend on the job you are interviewing candidates for. Before doing any single interview, whoever is in charge of making the final hiring decision should spend time defining what they're looking for. If you don't know what kind of candidates you're looking for, every interview question has about 0...

In terms of what type of questions one should use, there's a lot of evidence supporting especially two question types: behavioral and situational. Behavioral questions dig into the candidate's past experiences and discuss real-life examples of situations when the candidate has done something - in this case, solved some complex problem fast. Situational questions focus on hypothetical...

It shouldn't really matter as we have all the technology available for doing either; whatever is the most convenient. There's no evidence supporting either one from a quality perspective either, so there shouldn't be any risks for the company doing remote interviews. If the job is remote, I'd expect a remote interview. If the job is onsite, then it makes sense to meet in person.

Hey Parsa! I feel you. Hiring is hard, even in good market conditions. Startups can rarely compete with the same talent that enterprises try to reach. It's a somewhat different profile. The best things you can do is A) be fully transparent about salary, work environment, your company's stage; B) offer other benefits such as stock options and flexible working conditions, and C) get creative...

I've been coaching a bunch of startup founders in the portfolio of my startup's VC, and in my experience, founders seem to struggle to must with finding qualified candidates. Early-stage startups have no existing employer brand, can't offer Google-level salaries, and usually have no recruitment skills in their core team. I wrote a summary of some things startups can do to improve their...