Thanks for the feedback! It is great to hear that you&#x27;ve been finding that companies using Lever tend to be high quality and are interested in a way to get to them more directly.<p>Thus far we haven&#x27;t focused on this, as there are quite a number of job boards from the super general to specialized niches. Actually, most companies have been finding that they are bringing more and more recruiting in house. Agencies and sites like traditional job boards aren&#x27;t working very well for them. This is a very recent and rapidly moving trend. According to Bersin, an analyst division of Deloitte, in 2011, company websites were the 4th ranked source of hires (just 13%) after Job Boards and Aggregators (19%), Internal Candidates (19%), and Employee Referrals (16%). Three years later in 2014, Company Websites became the #1 source of hires, now 19% with Job Boards, Internal Candidates, and Referrals falling to 16%, 14%, and 12% respectively. Companies are paying attention to what works, and they now realize that making their own website high quality is now more effective than posting on job boards. Of course as someone applying to jobs, that means you are better off going to the company&#x27;s job site directly and applying there than going through a job board.<p>I know with our own hiring, we find that the candidates that have invested a bit in getting to know us, reading our blog posts about our internal company culture at <a href="https:&#x2F;&#x2F;www.lever.co&#x2F;inside" rel="nofollow">https:&#x2F;&#x2F;www.lever.co&#x2F;inside</a>, or have checked out our open source projects such as DerbyJS (<a href="http:&#x2F;&#x2F;derbyjs.com&#x2F;" rel="nofollow">http:&#x2F;&#x2F;derbyjs.com&#x2F;</a>) do tend to have better motivation alignment. At least at Lever, we take this as seriously as technical or skills fit; we even call our first interview step &quot;Motivations Screen&quot;.