In today’s tech world, hiring often feels like trying to drink from a firehose. Job boards, LinkedIn, recruiting agencies—all promise access to thousands of candidates. But here’s the problem: the more noise you have, the harder it is to notice the signal. Among all those resumes and connections, the truly exceptional candidates often get lost.
At our company, we’ve learned that hiring isn’t about who applies fastest or who shows up in your inbox first—it’s about finding the signal among the noise. And the way to do that is through intentional, curated approaches: community-based learning, mentorship, and real-world projects that let potential shine.
When engineers learn through mentorship and project-based experiences, they develop a clear understanding of their own strengths and the gaps they need to fill. That self-awareness is the “signal” hiring managers should be tuning into—someone who knows how to grow, solve problems, and adapt quickly.
Take Michael Sayman, for example. He joined Facebook at just 17—not because he had a perfect resume or a long list of connections, but because someone noticed the signal: his entrepreneurial mindset, his ability to build real products, and his drive to learn. The noise of other candidates didn’t matter; the team recognized his potential and invested in him. Today, his contributions to Facebook’s apps reflect what can happen when you focus on signal over noise.
When you rely on job boards and large-scale postings, the signal gets drowned out. Resumes may look impressive, but they rarely tell the full story of collaboration skills, learning agility, or grit—the qualities that predict long-term success. Volume hiring also favors candidates who are already polished over those who are still growing, even if the latter have more potential.
Elon Musk talks about this in the context of building companies: he looks for evidence of ability and focus, not the number of credentials on a resume. Musk has famously hired engineers who had unconventional backgrounds but demonstrated clear problem-solving ability and intellectual curiosity—recognizing the signal where others saw only noise.
So how do you find that signal? By curating talent instead of broadcasting jobs. Mentorship programs, community projects, and peer learning environments give candidates the space to reveal their potential and give employers the context to see it. You’re not just looking for someone to fill a seat—you’re identifying engineers who are willing and able to grow into exceptional contributors.
This approach also allows companies to uncover “hidden gems”—individuals who might be overlooked in a traditional hiring process but thrive when nurtured. It’s the difference between hiring someone who checks boxes and hiring someone who transforms your team.
It's time to shift our focus from quantity to quality. Instead of sifting through thousands of applications, let's invest in building communities that attract and develop talent. By fostering environments where learning and collaboration thrive, we can nurture engineers who are not only skilled but also aligned with our values and goals.
If you're looking to build a team that stands out, consider the power of community-driven hiring. It's not just about filling positions—it's about cultivating excellence.