/job/ - Job Board

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found a killer way to stop using one-off prompts for audits. instead of starting from scratch every time, you can build these 6 specific workflows into claude to act like permanent skills. they basically scan your site for things like topical gaps and brand voice issues that usually slip through the cracks . it helps catch outdated stuff and checks how you're showing up in ai search results too. no more manual checking every single week . anyone else experimenting with building custom instructions for this, or are you still just pasting text into a new chat?

more here: https://searchengineland.com/content-audit-workflows-claude-481099

stop blaming the model for every hallucination and start looking at your. it is almost always a specification error rather than the LLM being actually broken. anyone else finding that better prompting solves way more bugs than switching to a bigger model?

link: https://dev.to/penloom_studio_829b7817d3/why-your-ai-agent-is-flaky-and-7-rules-that-make-it-reliable-481d

try sending exactly five personalized messages to potential clients or hiring managers this week. ignore the urge to follow up immediately and instead focus on meaningful connection thru deep research.
>the goal is quality over quantity
it might feel awkward but it works

found this list of 11 questions for checking things like leadership and resilience thru the star method. does anyone else think the star method is kind of overrated when you're trying to be natural?

full read: https://www.glassdoor.com/blog/11-must-ask-behavioral-interview-questions/

lowkey found this project that claims to be a full ai operating system for physical stores and it is actually live in a fitness studio in dongguan. most people just launch fake demos or slide decks, but this has been running in a real location since april. the founders are targeting the massive overhead issue where labor eats up huge chunks of profit in big chains like planet fitness. they mentioned that 40% of revenue goes straight to staff costs which is insane for margins. it feels like they are trying to solve the margin death spiral by automating the backend of brick and mortar. it might actually work if the tech scales beyond one studio . i wonder if this could eventually replace traditional gym management software entirely. does anyone know if this is available for western markets yet or is it strictly focused on asia?
>the dream is a store that basically runs itself

https://dev.to/zwiserfit/ph-d-day-we-built-an-ai-operating-system-for-physical-businesses-its-running-in-a-real-store-34kn

just found sprout and it looks like a way to add AI agents/tools directly into your existing spring apps using standard beans instead of rewriting everything. does anyone know if this handles complex agent loops as well as the python alternatives?

https://dev.to/ivannavas/sprout-a-spring-style-spring-compatible-framework-for-building-ai-tooling-in-java-f1j

just stumbled onto some interesting stuff regarding how ai handles onboarding for international teams. it seems like the usual nightmare of training people across different time zones and skill levels is finally getting easier. instead of struggling with huge gaps in expertise, companies are using these tools to bridge the divide and get overseas talent up to speed way faster. it feels like were moving past that old era where you had to have a perfectly matched skillset before even starting a contract. the tech basically automates the heavy lifting of learning new workflows so the initial friction is gone. it makes the whole concept of a global talent pool actually scalable . i wonder if this means well see even more borderless roles popping up in the next few months. do you guys think this will eventually make localized training completely obsolete for remote devs? its pretty wild to think that traditional barriers are just evaporating because of smarter automation. maybe we wont have to worry about the usual onboarding lag anymore.

full read: https://hackernoon.com/the-local-workplace-how-ai-is-breaking-down-age-old-barriers-in-onboarding-overseas-talent?source=rss

if you have an upcoming interview, try searching for the interviewer on professional networks b4 the call. instead of just looking at their current title, look for common interests or shared groups they might belong to. this gives you a natural way to build rapport w/o sounding like you're reading a script. if you notice they recently posted about a specific industry trend, mention it during your small talk phase.
>always keep the focus on how your skills solve their specific problems.
one of the best things you can do is find a project they worked on and ask a thoughtful question about it. this shows you did your deep research rather than just skimming their bio. don't mention that you found their personal contact info through a deep dive, keep it subtle. it makes the conversation feel much more organic and professional. ⭐

found a breakdown of what to expect for different interview types, noting they usually run btwn 30 to 60 minutes. does anyone else feel like these sessions are getting shorter way longer lately? i'm dreading the technical round

full read: https://www.glassdoor.com/blog/how-long-should-interviews-take/