1. Spend a month and 25 hours of labor dev team manager labor to find/interview the candidate(s) and winnow the applicants down to someone to make an offer. Do

1. Spend a month and 25 hours of labor dev team manager labor to find/interview the candidate(s) and winnow the applicants down to someone to make an offer. Don't do that. Pick out the top few résumés, maybe 3 at most, interview only those people, and hire 1 of them if they seem good. Companies make hiring way harder than it needs to be. 5. Start getting nervous. Employee not batting it out of the park like you’d hoped. Maybe still onboarding, give it another month (and $12,000 in payroll expense). Here's the problem already. A month of "onboarding" is already too long. If you see a problem, act quickly. Talk with the employee, and if it's not working out, cut your losses quickly. It's the company's own fault for prolonging it 9 months. If your onboarding process takes a month or more, you need to work on simplifying that. You probably have way too much bureaucracy and red tape in your company. The new person's coworkers should be able to help get someone up to speed quickly. It's a business. Make business decisions, not personal decisions. The boss's job to make the tough decisions. If you can't, then you're the one who is losing the company money, not the job candidate. The claim is "the team is currently short-staffed, and has been for a long time. That’s why they’re hiring!" If that's true, then there can't be several months on onboarding. You need the new hire to start making valuable contributions ASAP, and your processes should be set up to allow that. It's hilarious and ironic that all of these so-called "Agile" shops you see in job postings are actually extremely sluggish.