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Knewton (Union Square, NYC, full-time) is hiring for the following:

-> Software Engineer

-> Infrastructure Software Engineer

-> Data Scientist

-> Adaptive Instruction Analyst



Knewton is building the world's most powerful adaptive learning engine, with the goal of making personalized and engaging education available to all. Knewton has been recognized as a Technology Pioneer for 2011 by the World Economic Forum in Davos and one of the top 25 best places to work by Crain’s New York Business. This is an outstanding opportunity to work with and learn from the world's best engineers and data scientists.


On a personal note: working for us means you'll get free dinner, drinks, coffee, the benefits you'd expect from a mature company (health/dental/vision, group deals on gym memberships, 401(k)), and the great perks you'd expect from a small company (our ping-pong tournament starts next week, our happy hours start every Friday at 5:01pm, and our vacation policy is limitless).

We're also pretty flexible about getting work done. We all work remotely to some degree (I work from Miami every other month, and we have devs in Hawaii and Colorado), and those on our team who weren't impacted by Sandy are working at coffee shops, libraries, and apartments across the five boroughs.

Feel free to ask me any questions @achompas on Twitter.

"our vacation policy is limitless"

I think policies like this would cause more tension and worry than they relieve. Kind of like "pick your salary". Surely different people have different expectations? Do Europeans take 5 weeks a year and Americans take 2?

I've never been employed under a policy like this and I'm genuinely curious as to how well you think it's helping morale.


I'm happy with it. At my last job I felt miserable negotiating paid time off past my limit:

"I'd like to take a week off."

"Well you only have 4 days left, and we need at least one person in the office the day before Christmas, so I could turn this down..."

"But I'm only short by one day!"

(I end up delaying my Christmas vacation by 3 days as a result, and I resent my boss for it)


This doesn't happen at Knewton. If I need time off, and my work is done, I take it.

Hurricane Sandy is actually a perfect example. I've had no power since Monday night in Soho, and today is my first full day online. An unlimited vacation policy means I don't have to take a shorter Christmas break because an act of God swept through and pwnd my neighborhood.


My previous employer had such a policy (5 year old company with less than 100 employees, total, though we all worked in groups of 10-ish). While it sounded nice, if was difficult to get time off as needed. There was always trouble making sure work was done and things were covered (it was a fairly fast-paced schedule). In the end, very few people took much vacation.

While I have no problem with the general premise of that policy, I would rather have had an additional stipulation that all employees are required^ to take, say, 3 weeks of vacation annually (or, pick a number). That way, it was expected you would be out of the office for a portion of time.

^ I guess you can't force people to do that, but it would have made things so much less confusing or difficult to me if I could point to such a "rule."

[Edit: I realize some of this problem probably rested on the shoulders of management, but that wouldn't have solved all the issues of the policy.]


What Alex said. Noticeably less friction. There's no HR time tracking. No flex time. No BS.

It stops you from worrying that you've eaten into your vacation time when you take a day here or there for appointments, long weekends, family events, child sickness, etc.

In fits with our general focus on productivity over seat time.


It basically means an undefined vacation policy. It's good for employers they don't have to pay out stored up PTO days and they can keep whatever real soft limit they want in their heads that they set culturally as the management.

You don't want to look like your taking too much time off and be abusing the policy.

It is good although that sick days tend not to count for these limits.


It's good for employers they don't have to pay out stored up PTO days and they can keep whatever real soft limit they want in their heads that they set culturally as the management.

It's also good for employees in that I don't have to haggle over PTO whenever I want to take a vacation.

Haggling with your employer over time off is terrible. It's a poor experience--I shouldn't lose 3 days off of Christmas vacation just because my butt wasn't in my chair an additional 8 hours during the previous 11.5 months.


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