[ryankicks]

I got a chance to connect with OP -- thank you again for your thoughtfulness and balance.

While I (and YC) am trying to help founders create postive interview experiences for candidates, there's clearly more work to be done. As I mentioned previously, I give hiring/interview training for our founders. From our conversation (and this broader thread), I need to reiterate/add points to my training around:

- More education to founders around who should/shouldn't be hiring. This market is (and will continue to be) tricky to navigate, but that's not an excuse for rescinding an offer. (We actually do a lot of training -- and our partners repeatedly tell our founders not to overhire, but we can do more here, especially now.)

- Paid trials are good. From my conversation with job seekers -- and with OP -- this is a good practice to respect an interviewee for their time, and more founders should do this.

- Keep trial periods short. 1-2 weeks is a good amount of time; any longer and you risk wasting the candidate's time, which a founder/hiring team should be respectful of, always.

Again, there's more to do, and I'll try to work more closely with our startups to really dig into their hiring plans for 2023. I don't want job seekers to be experiencing this kind of thing (on workatastartup.com or otherwise), so we'll do what we can within our network to prevent it.

[graymatters]

Completely agree with the paid trials/projects point. The typical hiring process is so broken and one sided, with the interviewers wasting candidate’s time with no consideration whatsoever that it’s utterly disgusting.