candidate a

Attention over time

7-day rolling share of analyzed posts/comments mentioning this entity · 90 daily points ending 2026-10-14

Final complete day: 2026-10-14. Attention was 0.7% — this entity appeared in 6 of 883 analyzed posts/comments in the seven days ending that day (9 mentions).

Each point is a seven-day rolling window of complete UTC days; a point is comparable only when at least 100 analyzed posts or comments fall inside it. A day with no analyzed records counts as zero; missing coverage is marked and never shown as zero. The series ends at the latest complete analyzed day — it never extends into the current incomplete day. How attention is measured.

Recent mentions

1. 2026-10-14 17:28 UTCComment

   You keep using the word "team" to describe your employees, if this is remotely reflective of how you really feel, candidate A is the antithesis of "teammate", which will make it harder for you, and the rest of your team. Candidate A sounds very qualified, but with almost no unrealized potential, he knows, and he knows *you* know his potential, so he's squeezing you. Candidate B is a work-in-progress, meaning tons of unrealized potential.

2. 2026-10-14 16:57 UTCComment

   Candidate A sounds like a walking red flag tbh. Basically he got another offer he likes and he wants to double-dip (he's not going to be quitting the other gig). Bonus is fairly high and the most alarming one is for him to just choose he wants to convert to salary at any time. All this after a few weeks with the company is just too much imo. Candidate A sounds like a bully. Candidate B has some issues as well. I'd be less concerned with them having a soft-touch to pushing back on engineering (unless you feel like that is extremely necessary to the role), and I understand their comments on money motivation and would be comfortable with that. BUT the communication issue could be a big deal. As well as their area of expertise. Data PMs are usually pretty siloed and a legaltech SaaS product requires a lot more than just that one niche (for context, *I* am a Sr. PM in legaltech). My advice would be to start the job search over.

3. 2026-10-14 16:49 UTCComment

   Candidate A is a disaster in the making. Bails after 3 weeks? I am pretty sure I would not have taken his phone calls after that. Don't be desperate. Consider carefully exactly what your minimum criteria is for the job. If candidate B meets the criteria, give strong consideration to hiring B. Is your tech lead a good hiring manager? Does he perceive others accurately? How big of an issue is "lacks authority"? Will B be reporting to the tech lead directly? Is the tech lead a bully and only understands when people stand up to him? Ask yourself these sorts of questions. In other words, can your tech lead get along with B and manage him? Teams need cooperative and trustworthy members to be effective. Not everyone can or should be an Elon Musk - you also need people who can keep their head down and produce a lot of quality work.

4. 2026-10-14 15:32 UTCComment

   You will feel more uneasy as time goes by with Candidate A. Do not use him. B seems to just need a bit of time investment and may not be assertive enough as his position is not set in stone yet.

5. 2026-10-14 15:21 UTCComment

   I would go with candidate B. With a small team like yours I would give a lot of weight to trust! Your feelings will show in body language and how work with candidate A and your other team members will feel it. Candidate b is a fresh start, yes it’s going to take more time to onboard but that is cheap compared to always questioning how much you trust candidate A.