As somebody who has recently renovated their kitchen and bathroom, it's not that I thought potential buyers would prefer white over a colour, it's just that I thought they were less likely to NOT like white over my preference of colour, and then either be put off, or feel like "this house is perfect but we'd have to redo the bathroom right away because I can't stand the pink" and then offer less.
When I redo a room it gets the colours we like. I don't care about the next owner of the house beyond keeping the house well maintained and gradually improving things like insulation and wiring. Don't like a colour? Change it after the sale.
As it is, the housing market in the Netherlands is completely overheated (seller's market due to a housing shortage), so I could paint every room hot pink and it won't affect the price one bit, but even when that settles down I won't choose boring colours just to push up the price a few thousand Euro.
My kitchen: red walls matched with off white cabinets and shelving; living room: bespoke teal wall filling book case matched with patterned wallpaper (in grays) and an oxblood red sofa and seat (a complimentary colour to the teal); and so on.
I have to live in it and maximizing the joy I get from my house is important to me.
If I were to renovate in a style which doesn't appeal to me, but has broader market appeal, it's still for me. The only difference is that I value the long term potential future income more than I value the loss of short term adherence to my taste.
One of the biggest drivers for me picking google hire over Lever or Workable or one of the alternatives was the pricing model. By charging based on the size of the company and not the number of job slots it removed one of the biggest pains we had which was the constant juggling of putting specs live and archiving some as the priorities changed. £300 p/month for essentially unlimited slots was unbeatable.
What is the feedback and calendaring integrations like with Lever and gSuite?
Lever charges on company employee size as well! You can have as many job postings as makes most sense for your talent marketing / candidate experience.
Lever's G Suite integration for both calendaring and email is quite extensive. In addition, we have a feature called Easy Book that enables candidates to book their own interview times, especially useful for phone screens. Here's more with some screenshots: https://help.lever.co/hc/en-us/articles/360025622851-How-to-...
Zego | Lead Platform Engineer, Senior Product Engineer | London, UK | Onsite | £65k - £75k
Zego offers insurance tailored to today’s flexible workforce that enjoy the freedom of choosing how, where, and when they work. We are looking for an experienced platform lead, and a senior product developer to join our engineering team in London. Zego provides drivers with flexible, hourly insurance while they are working. We are building a modern insurance platform with which to drive innovation in the industry. We are VC backed and looking to expand our current engineering team.
Our platform is currently built on top of the Django web framework, hosted on AWS. We have built a cross platform app using React Native. We're looking for people with a strong working knowledge of Python and/or Javascript and a commitment to building, nurturing, and iterating on an ever-evolving codebase.
In my experience you won't need to answer yes to every question in order to "pass" the info sec, but their team will want to be able to understand the risk of doing business with you. Depending on exactly what it is you'll be doing together, will determine how much risk they are willing to take on.
Most of the questions should not be answered, in my opinion - if the document got into the hands of a bad-actor it could be abused. I'll recommend they liberally use the N/A option and try and have a discussion with the customer security team.
Based on the example questions you posted, you are being paranoid. Neither one of those questions are terribly sensitive and it doesn't matter if the answers fall into the wrong hands. Your company isn't that special - many companies want to know the same things before they work with someone.
Three things:
1.) Security through obscurity never works.
2.) Based on the examples you posted, they aren't asking for anything special. In fact, they both seem like about the base level of security I would expect an enterprise ready company to provide. If you want to liberally enter n/a to cover up that you aren't big enough/don't have enough people/haven't implemented what they ask, that is dishonest.
3.) If questions like this cause you so much trouble, you need to seriously ask yourself whether working for a startup is for you. Due diligence processes (either initiated by an investor who wants to fund you, or a body that wants to acquire you) should be expected to go much deeper.
It's too late to edit this response, but I wanted to add something.
In my original, I said that security through obscurity never works. That isn't entirely true, because it might work great. The problem is that it makes it much harder to defend yourself after a breach has happened.
