3 ms·
interesting - this seems like perhaps a "good enough" solution for the age old problem that many creative-type career often encounter these days where employers
by gotrecruit 10y ago
interesting - this seems like perhaps a "good enough" solution for the age old problem that many creative-type career often encounter these days where employers don't want to pay to hire someone before knowing if they can work, while employees don't want to work before knowing they'll be paid. your method seems to basically say, we won't hire you unless you've already done work for us, and we expect that you are self-motivated to do that work and not at our behest so you can't blame us if we don't consider your work good enough to hire you. that's actually pretty clever, although i wonder if this is something that can be applied for other companies.
- agibsonccc 10y agoA lot of companies employ this strategy with some sort of open source presence on github. The key for the hiring on the open source component is, we use this in our daily work, and it's directly useful when people work on it. The open source project itself is fairly popular though. The easiest analog here might be something like a react js. I definitely don't claim to have this generalize well, only that it's worked for us, and some companies do this to an extent. I'm not sure how many companies hook their hiring in to this though. If more hiring engineering managers were aware of their open source presence, and who did what on there, it could make hiring more efficient. We've had very good retention over the last few years, because there's some pre vetting that happens at the very minimum. I'm currently looking at formalizing this in some form, but there's a trade off to how much formalization you do vs making the process inefficient.