4 ms·

Doesn't that limit you to potential employees who aren't currently employed? And what percentage of people do you "drop"? I imagine once you spend a week with

by imack 16y ago

Doesn't that limit you to potential employees who aren't currently employed? And what percentage of people do you "drop"? I imagine once you spend a week with someone you might get attached to them enough that it would be hard to let them go for something subjective unless they were a pretty big asshole.

listrophy 16y ago
We're pretty young, so we haven't had too many candidates get to the interview phase... we've "dropped" one out of 5 candidates. You have to impress us to get to the point of spending a week with us. As far as the "unemployed" part goes, things aren't usually as cut-and-dried as that. Of those five, one was on the verge of being laid off, and one was a student. The other three were gainfully employed. Being open to working weekends with candidates makes this much more possible, though more lengthy. We're pretty proud of who we are. If your desire to work with us is strong enough, you'll find a way. And if you do find a way under difficult circumstances, it says volumes about your personal drive.
- tomjen3 16y ago
  The problem with your approach is that it only works if you can communicate that you are a company worth doing a lot extra work to get hired at. The approach may work for you, but most companies seem to have the idea that they are special, when they really aren't - and frankly most people wouldn't accept your requirements unless they where truly desperate so you will likely have to change your approach as you grow.
  - khafra 16y ago
    Speaking as an employee of $bigcorp, I like the idea of a short period of fairly-compensated work before committing for the long-term. Like going on a vacation with a romantic interest before moving in together, or something. If you go to work for the USG, your probationary period is the first year, which seems unnecessarily long; a week seems just right.
    - jeffreymcmanus 16y ago
      The notion of a probationary period is largely mythological for places where employment is at-will (which is most jobs in technology in the U.S.). Since at-will employment means you can mostly be terminated for any reason at any time, every day you go to work is really part of your probationary period. There's no concept of a "long-term commitment" and your status as an employee doesn't materially change after whatever "probationary period" the employer might extend to you.
dgouldin 16y ago
Doesn't that limit you to potential employees who aren't currently employed? Hiring should be at least as important to the team as to any manager. (After all, they're the ones who have to "live with" the new hire.) I can see this working if the team is flexible enough to accomodate the potential employee's current work schedule, assuming the potential is also flexible enough to take on the extra load for a bit.

by imack 16y ago

listrophy 16y ago

We're pretty young, so we haven't had too many candidates get to the interview phase... we've "dropped" one out of 5 candidates. You have to impress us to get to the point of spending a week with us. As far as the "unemployed" part goes, things aren't usually as cut-and-dried as that. Of those five, one was on the verge of being laid off, and one was a student. The other three were gainfully employed. Being open to working weekends with candidates makes this much more possible, though more lengthy. We're pretty proud of who we are. If your desire to work with us is strong enough, you'll find a way. And if you do find a way under difficult circumstances, it says volumes about your personal drive.

tomjen3 16y ago
The problem with your approach is that it only works if you can communicate that you are a company worth doing a lot extra work to get hired at. The approach may work for you, but most companies seem to have the idea that they are special, when they really aren't - and frankly most people wouldn't accept your requirements unless they where truly desperate so you will likely have to change your approach as you grow.
- khafra 16y ago
  Speaking as an employee of $bigcorp, I like the idea of a short period of fairly-compensated work before committing for the long-term. Like going on a vacation with a romantic interest before moving in together, or something. If you go to work for the USG, your probationary period is the first year, which seems unnecessarily long; a week seems just right.
  - jeffreymcmanus 16y ago
    The notion of a probationary period is largely mythological for places where employment is at-will (which is most jobs in technology in the U.S.). Since at-will employment means you can mostly be terminated for any reason at any time, every day you go to work is really part of your probationary period. There's no concept of a "long-term commitment" and your status as an employee doesn't materially change after whatever "probationary period" the employer might extend to you.

dgouldin 16y ago

Doesn't that limit you to potential employees who aren't currently employed? Hiring should be at least as important to the team as to any manager. (After all, they're the ones who have to "live with" the new hire.) I can see this working if the team is flexible enough to accomodate the potential employee's current work schedule, assuming the potential is also flexible enough to take on the extra load for a bit.