Hiring made simple. Applicant tracking, custom Career pages, interview management and more! Shoot us a DM if you are a startup looking for help with hiring.
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Hiring for AI skills is hard. But not primarily because of a talent shortage. 🤔
6 steps for evaluating AI skills, even if you're not an AI expert ✅
Will AI interviews chase your candidates away?
4 in 10 candidates have walked away from a hiring process because it included an AI interview.
Not "would consider leaving." Already left.
(Greenhouse 2026, ~3,000 active candidates surveyed)
An AI interview is the first step in a filter. Think about who walks.
Someone with options has the least reason to sit through it. Someone desperate sits through anything.
The people who leave are weighted toward the ones who can afford to be picky. Possibly your best candidates.
Polymer isn't against AI. Plato, our AI screening agent, reviews candidates and tells you who's a good fit.
It works for your recruiters behind the scenes. Your candidates still talk to a human.
polymer.co/plato?utm_source=…
When a candidate asks ChatGPT or Claude about your company, what comes up?
72% of job seekers now research employers with AI before applying. 82% say what they found changed their mind about a company.
If you're small, that's an advantage. Less noise to fight, more control over what shows up.
Open an anonymous AI chat and ask what you'd be like as an employer. Then decide what to change.
KidSuper Studios (@kidsuperstudio ) is hiring this week via Polymer 🎨
8 remote friendly roles open across design, content, social media, and more.
Join a scrappy Brooklyn-based creative studio expanding its team.
→ jobs.kidsuper.com
If you're trying to evaluate whether it's time to hire your first DevOps engineer, or you've been stuck on that question for a while now, here's a great framework to help you decide.
Nick Thoni breaks it down for you in this article. Take a look 👇
medium.com/@nicholasthoni/in…
Ever heard of the bozo explosion? 🤡
It's what Guy Kawasaki calls it when B players hire C players so they can feel superior to them. One hire below the bar, made to protect an ego, sets the standard for every new hire.
It's a pattern to watch for as your company grows.
Hiring managers can spot AI writing ~80% of the time, but it's so common now that they're getting over it.
The real issue is the difference between a sharp AI-enhanced resume and generic AI clones.
How do we know? 🤔
Candidates who use AI report 40% more job offers.
Bunsen (@bunsenstudio) is hiring via Polymer 🚀
Just opened: Senior Webflow Developer, plus 6 more roles for creatives who want to work with frontier tech.
Biopharma, aerospace, AI, synthetic biology. Design, motion, web dev, project management → jobs.polymer.co/bunsen
Companies are cutting entry-level roles while actively seeking AI-native talent.
The people most likely to have those skills enter through the exact roles being cut.
35% of Gen Z considers themselves AI fluent, more than any other generation. Just 32% of current employees feel they've received proper AI training.
forbesafrica.com/current-aff…
Something new is coming to Polymer. 👀
Plato AI is our new AI candidate reviewer. Every applicant scored on fit. Filter to review the best first.
In beta with early customers now. Full launch near the beginning of next month.
Want in early? DM us. 💬
5/6 💅 And yes, we made it pretty (but not too pretty) The stars on the scores are sparkles. The challenge was making the UI communicative without being overwhelming. That's how Harvey balls came into it. They're the subtle gray balls on the candidate list, with the filter menu doubling as a legend.