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That's fine, you do that, but I do not want to be an engineer at your company. I already have a junior engineer I'm working with and it's hard enough spending h
by VeilEm 11y ago
That's fine, you do that, but I do not want to be an engineer at your company. I already have a junior engineer I'm working with and it's hard enough spending hours a week making sure their PRs get fixed, every PR has 20 to 40 comments in it. With someone who doesn't even know how to code? Forget it.
- BinaryIdiot 11y agoI think that's why the OP suggested a pay scale but obviously you wouldn't want to do this unless you can setup a system of on-boarding so you're not killing other developer's productivity. If you can develop a system to where a few people are essentially "trainers" (or some degree) this could work out exceptionally well...or fail miserably, I'm not sure which yet.
- ldd 11y agoI know this is unsolicited advice, but what problems do you see in this person's code that you can share with us?
- mjmahone17 11y agoThere's a way to make this work, that a lot of tech companies already do with not-yet-technical freshman and sophomores in college: give a large funnel of people an actual training course a few months long. Give the best of this large funnel return internships. Again, give them some amount of training but this time more real-world experience. Those that actually helped the business, give full time offers to. There's no inherent reason this model can't work with untrained, not-yet-technical non-interns. You just need to set up explicit expectations: this is a temp job (3-6 months long). The top 30% of people will be given a 3-6 month extension, during which they'll do real coding work alongside current engineers. The top ~30% of those to be given full time offers, at a "new grad" level, based on whether, by the end of the last month, they were operating at a "new grad engineer" level.
- sqldba 11y agoPR?
- SloopJon 11y agoPull request, I assume.