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I'd echo most of the commenters here, but instead of saying run away, I'd ask what the lead is like. If there's no lead, keep far away. You'd have to get into t
by scaryclam 9y ago
I'd echo most of the commenters here, but instead of saying run away, I'd ask what the lead is like. If there's no lead, keep far away. You'd have to get into the friend group before they'll really listen. If there is a lead, then that's who you need to evaluate, not the team as a whole. I've been line manager for friends before, and I've always made it clear: work is work. If they screw up I'm going to treat them as employees first and friends last. However, not everyone can make that distinction, so be very careful and if you take the job, be ready to leave if it doesn't look like the position is going to pan out fairly.
- cakes 9y agoI would generally agree more along there lines. I've had a manager (not lead but enough to say this) where favorites were played (friends for like 20+ years) and it is frustrating in many ways (e.g. lobbying for your friends to get different benefits within the company during their hiring, first person to seek opinion from and then move in that direction regardless of others, etc.) I would happily work amongst a set of friends but not where it goes into leadership.
- gregmac 9y agoI would also ask them questions about this during the interview. Ask them to describe how they resolve disputes (with examples), and maybe give an example of a recent production failure/problem and the postmortem process they went through.