Hiring is tough — software engineers hate job searching, hiring managers are stretched thin, and interviews? They suck for everyone. But finding the right people is critical for building a great startup.
This podcast is for software engineers navigating startup hiring. We dive into real stories from startup leaders, uncover what makes a great (or terrible) hiring process, and explore how to make finding and landing startup jobs suck less.
Each episode features a founder, hiring manager, or software engineer sharing their journey, hiring philosophy, and lessons learned. We’ll also break down hiring pain points—job descriptions, resumes, interviews, negotiation, culture screening, and more. Expect real talk, expert insights, and the occasional resume roast.
In this episode, Isabel Rasmussen, Proceso Talent, and Giuseppe Morgana, CTO of New Harbor, discuss the rising challenge of fake candidates infiltrating remote hiring processes. They share their firsthand experiences and practical strategies to identify, prevent, and stay ahead of fraudulent applicants, emphasizing the importance of technical tools and vigilant interview practices.
Host: Isabel Rasmussen / isabelrasmussen
Guest: Giuseppe Morgana: / gmorgana
Main Topics: The increasing prevalence of AI and impersonation scams in remote recruitment Key signs of fabricated candidates: suspicious resumes, synced tech stacks, and predictability Group tactics behind fake applications, including coordinated interview responses Tools and techniques for detecting fake profiles on platforms like LinkedIn and GitHub Best practices for organizations to protect their hiring process from AI fraud The importance of continuous awareness and evolving security measures in recruitment
What We Actually Saw Fabricated resumes — fake experience at well-known companies, tech stacks perfectly mirrored to your job posting. Mixed in with other types of embellishment like spending the past few years as a “Founding Engineer” at one of the largest consulting organizations in the world
Identity theft — real people's names, experience, and LinkedIn profiles attached to fake applicants
Hijacked LinkedIn profiles — not just fake ones, but real accounts that had been taken over
They showed up — these weren't just spam applications. They responded to emails, interacted naturally, and came to phone screens
Quality improved over time — phone screen responses got noticeably better as you went
How We Fought Back / Recommended Steps
Resume pattern detection — cross-referencing tech stacks against what companies actually use. Doesn't prove fraud alone but flags where to dig. High reliability signal even if not definitive.
Public profile forensics — checks on LinkedIn history, GitHub history, etc. for consistency
Video call tactics — asking candidates to turn off virtual backgrounds, wave hand in front of face. Acknowledge these feel absurd but they work as a first filter (at least for now). Ask them about hometown questions
The in-person step — ultimately added a required in-person touchpoint for remote roles as the most reliable verification Identity Proofing Tech - Traditional background checks focus on things like criminal history; what’s needed is a step that makes sure the person is who they are
The Human Cost It's exhausting — every applicant now starts under a cloud of doubt about legitimacy, not quality It changes the hiring experience for legitimate candidates too
The recruiter's evolving playbook — what worked six months ago doesn't work now. The arms race is real. Emotional weight of knowing real people are being impersonated and harmed
23 Jan 2026
Is This Startup Toxic? Interview Questions That Reveal the Truth
How can you tell if a startup will be a healthy place to work or a fast track to burnout?
In this episode, Isabel Rasmussen, Host and Fractional Head of Technical Recruitment, and Dr. Matthew Jones, Startup Executive Psychologist and cofounder of Cofounder Clarity, explain how software engineers can evaluate startup culture during the interview process.
Instead of relying on vague culture statements, we focus on practical interview questions that reveal how teams handle mistakes, conflict, feedback, and leadership pressure.
You’ll learn: How to spot healthy vs. toxic startup culture Interview questions that reveal how teams really operate Warning signs of poor leadership and unsafe environments What engineers should look for before joining an early-stage company
This episode is for software engineers considering a startup role and anyone who wants to make a smarter career decision before signing an offer.
Topics: startup culture, engineering interviews, workplace culture, toxic startups, leadership, team dynamics, career advice for software engineers
Guest: Dr. Matthew Jones Startup Executive Psychologist, Cofounder Clarity https://cofounderclarity.com
10 Dec 2025
Now Hiring: Sr Founding Engineer @ New Harbor (US Remote)
Host Isabel Rasmussen interviews Jonathan Edward and Giuseppe Morgana of New Harbor about their US Remote Senior Engineer role, highlighting the opportunities and technical challenges of building foundational cybersecurity for organizations.
Who has been a guest on Your Next Tech Startup
Names identified in recent episode analyses. Showing up to five guests.
Jonathan Edward
Giuseppe Morgana
Zach
Will
Sven Delmas
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YouTube views
5,632
Score snapshot 15 Sept 2025
Apple Podcasts (US)
5.0 / 5
1 ratings
Podcast Authority Score: 48 / 100
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Quality
67
Social presence
0
YouTube
74
Engagement
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