The internet significantly reduced the asymmetry of our gaining and exchanging information. Previously, discovering worthwhile sources of knowledge about any given topic took weeks of research, often including multiple visits to libraries, slow letters, and expensive phone calls. Today, it only takes a few seconds to search and discover what books to buy, articles to read, videos to watch, experts to follow, and online classes to take. Booking a flight or buying pretty much any product can now be done in seconds while lazing on a couch. Yet, when it comes to hiring talent, the processes involved remain rooted in the last century. Suppose I were to ask you, “Who is the best developer you can hire for your team?” or “Who is the best piano tutor for your children?” or “Who is the best part-time executive assistant you can hire for yourself?” The answer will likely take not seconds, minutes, or hours, but most likely weeks or even months! Not only that: the answer will probably be wrong. At best, you’ll be able to say, “Out of the dozens of candidates I was able to review, this is the best person.” However, that’s but a tremendously small fraction of all the people across the globe who might have been a far better match. This illustrates the vast asymmetry of information we’ve become accustomed to in recruiting. Consequently, most of the talent in the world is going to waste because it never gets exposed to the right opportunities. What’s the market like today? Recruiting and staffing easily surpass $1T in market size yet remain ultra-fragmented. Recruit Holdings, the owner of Indeed and Glassdoor, for example, earns billions of dollars a year and shows massive profit margins, all with less than 5% job board market share. There are more than 4,000 job boards. Countries—and even cities—have different sets of leading job boards. Why? We used to find work where we lived. Not anymore. Now, thanks to remote work, instead of talent going to where companies are located, more and more companies are realizing they need to go where the talent is located. Also, there are no platforms optimized for both full-time as well as flexible work, and most candidates want the option for both. With a more remote and gig-oriented world, there’s no way recruiting will scale. At least, not the way it is now. Currently, we have numerous social networking platforms (from Facebook to Instagram to TikTok, Twitter, Clubhouse, etc.), but there is still only one dominant global professional network: LinkedIn. We believe there is plenty of room for another, and we don’t have to engage LinkedIn head-on. There’s no need, especially when ours is not a platform focused on networking but rather automating the process of finding talent and finding work. There are many other companies, both startups, and large corporations, that focus on recruiting automation. In fact, we’re a fan of anyone who is passionate about solving this problem. At the same time, we believe the solutions being developed today are the equivalent of putting a band-aid on a bullet wound. In 2018, we had a vision: the future of recruiting will be mostly, if not entirely, automated. In the same way that you can run a Google search to find the information you are looking for, in the not-so-distant future, there will be networks that match talent to opportunity, removing biases, bringing search time down to barely a blink of what it is today while doing a better job of predicting a person’s fit for a job, a company, a team, an opportunity, than any human is capable of doing. There’ll be a new category of platforms: platforms for automated, smart recruiting. ‘Programmatic Recruiting,’ as we call it. And, not only that, this new category has winner-takes-all dynamics. Why? Two reasons: 1. Today, there are thousands of local job boards. That makes sense because jobs used to be purely local. Remote work is global and will trigger a massive consolidation. 2. Users of job boards have been able to switch from one board to another quite easily. They just have to bring their résumé or job posting with them, and that’s it. However, networks for programmatic recruiting will capture tons of data from companies and candidates. It’s unlikely they’ll easily port that data from platform to platform. In all likelihood, there’ll only be a few dominant networks in this new category. Maybe even just one. At Torre, we’re building that network. Of course, it’s not an easy thing to accomplish, which is why we started off by bringing on a solid team of engineers, data scientists, advisors, and, last year, our first investors. As you may know, this isn’t our first time building a similar technology. Both Voice123 and Bunny Studio use algorithms and machine learning to match talent with opportunity, albeit in niche areas. This time, our vision is much larger. To build the world’s network that automates recruiting, we know we have to do not only one thing but many things better than the alternatives and our competitors. First and foremost, we have to provide massive value to candidates. This is, and will always be, our focus, our drive, our passion. The biggest opportunity in the world is no longer space or gold or oil. It’s talent. And, in particular, data about talent. We have to build the best infrastructure to gather and process talent data and match it with opportunities. We have a small window of opportunity. We must execute well and faster than our competitors. Here is what we know we must do: • We must build a global team of entrepreneurial, detail-oriented, data-driven, fast-learning overachievers. • We must follow the scientific method: observe, ideate, hypothesize, test, analyze, learn, and repeat rapidly. • The experience of our users must be bug-free, fast, usable, fun, transparent, mobile-first, and better than anything else out there. • We must automate whenever possible to increase speed, lower costs, and increase quality. • We must build a product and network abstract enough to be usable by multiple segments. Then, we’ll grow where the market pulls us. • We should prioritize segments that are bringing the most engagement value and virality. • We must obsess with identifying, understanding, and tailoring our offering to such segments. • We must develop business models that don’t slow down network effects. • Our brand and product positioning must be hyper-personalized. This isn’t easy, but it’s a requirement to systematically identify the segments where we can deliver the most value. We’re looking for a person to lead our engineering efforts, with experience managing agile development teams responsible for ensuring that products meet design requirements and deliver a consistent user experience. You’ll be managing an entire team of more than 40 engineers, and you are expected to scale it to 1,000 developers within a few years. You are also expected to significantly influence our strategy and roadmap. Torre is a moonshot. 🚀 We are backed by early investors in Twitter, SpaceX, Facebook, Pinterest, Square, Buzzfeed, Salesforce. We’ve made significant progress, and we’re gaining solid traction (you’re experiencing it right now!), but we need more outstanding people to keep growing. Most senior members of our team are former entrepreneurs, so if you like being entrepreneurial, working alongside some of the best practitioners in their field, rising to meet significant challenges, and helping others to their full potential, this opportunity is for you! We're aware that candidates of such caliber may never have applied for a job before. So if that's you, we hope you don't mind using Torre's application process. This will allow you to familiarize yourself with our platform. Compensation depends on the candidate’s proficiency and experience. The role is fully remote and gets stock options and benefits.
• Recruit and develop top engineering talent. • Scale our technology platform to support hundreds of millions of users in the areas of software development, DevOps, and artificial intelligence. • Design, implement and monitor all engineering KPIs. • Develop standards and procedures to ensure quality standards are met and maintained. • Maintain and optimize budgets to meet goals. • Understand and collaborate on the complete product lifecycle from concept to execution. • Recommend new technology and ideas to improve sprints and efficiency. • Responsible as a functional (how to do things) and project (what things to work on) leader.
• Being comfortable with addressing frequent product changes triggered - primarily - by a strict user-driven design methodology. • Leading a team of inquisitive overachievers. • We don't have a QA team, and we expect all of our engineers to feel comfortable developing and pushing code live without adult supervision. • Understanding limitations in our technology and working around them. • Persisting and persevering. • Frequently coming across unknowns. • Managing constant change and sudden growth. • Working in a demanding environment. • Giving and receiving candid feedback without either making it personal or taking it personally.
Your tour of duty is expected to last from four to five years. What you learn during your tour of duty may lead you to become: • CEO or CTO at Torre or somewhere else. • Founder of your own company.
• Our mission is to make work fulfilling. • Our motto is always to deliver memorable experiences. • We are entrepreneurial. • We make bold bets. • We feel encouraged to make mistakes we can learn from. • We strategize smartly and work hard. Very hard. • We like data. • We value people, inquisitiveness, candor, and courage. • We aim for work/life integration. • We pursue diversity. That's why we encourage people from underrepresented groups to apply. Here you can learn what the expectations of you as our colleague and co-worker will be: https://medium.com/@torrenegra/my-expectations-as-your-coworker-bb1881923164. You are also expected to use and improve our frameworks: • Experimento: https://torrenegra.medium.com/experimento-a-practical-product-management-framework-f533648d74b6 • Prioridad: https://torrenegra.medium.com/prioridad-a-practical-framework-for-product-and-feature-prioritization-fd2db982a284•
• You will report to the CEO, Alexander Torrenegra. • You will work alongside other functional and project leaders in the areas of product design, data science, growth, and operations. • You will be leading a team of exceptional tech leaders and engineers, distributed in squads. • Of course, as we learn, experiment, and grow, our team structures may change.
We're aware that candidates of such caliber may never have applied for a job before. So if that's you, we hope you don't mind using Torre's application process. This will allow you to familiarise yourself with our platform. This is our recruitment process: (It can be as fast as in 4 days) • Our algorithms rank you. • If we believe you are a fit, you have a quick chat with Alexander Torrenegra, our CEO. • You perform a technical test. • Mutual interview with our software architect. • Mutual interview with our chief growth officer. • You chat (again) with our CEO. • We make you an offer. • You become a Torrex.
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Signals are a way of compiling a list of people you’ll consider working with. Others can signal you as well.
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55% of jobs are filled via referrals 1 . With Signals, Torre makes it easy for you.