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I agree with the article. Hiring based on skill alone doesn't work. I usually look for the most agile person. Someone comfortable wearing many hats. Unfortu

I agree with the article. Hiring based on skill alone doesn't work. I usually look for the most agile person. Someone comfortable wearing many hats. Unfortunately, there's no quick way of figuring this out. After many painful lessons, I've changed how I hire. I used to put candidates thru grueling interviews. I now instead, show the candidates the what I do, hire based on a quick interview on a contract to perm basis. In the ensuing probation/contract period, I get to see actual work, and if the whole team likes working with the new hire, they go perm with a pay bump & some benefits. Working out well so far.

danilocampos 16y ago
Do you operate in a demanding market? As a candidate, I'd be very skeptical of such an arrangement, assuming another company I liked equally was standing by with an offer for a real position right off the bat.
- Entaroadun 16y ago
  Yeah seriously, how do you justify contract-to-perm basis to the employee?
- Killah911 16y ago
  Yes, I do operate in a demanding market. As such I've had to really figure out how to make this work. I started out by offerring "rockstars" loads of money & potential equity. This was unsustainable. I mean, they were rockstars and the quality of their work was awesome, but there was no way I could compete with well established companies. (Yes, I run a very humble, mostly self funded startup). My proposition is simple. It's like "dating", we both have some risk. But the benefits I offer, is a place where you'll love to work, (we have lots of "unconventional" benefits). Also, once you're perm, you'll make above market salary+bonus+equity+... It's not everyone's cup of tea. If money and security are your thing, you wouldn't be happy with my company anyways. We're a startup, we take risks and love the thrill. That's why when one of your ideas make the company money, the bonus you'll see on the next paycheck will make veterans' paychecks look like chump change & if it's something that'll help us long term, you'll get the bonus in terms of equity. So far, our team is like family. We love what we do & look forward to Monday...
edabobojr 16y ago
Would you care to expand on your experiences with this? I keep hearing of people who take this approach, but I've always been skeptical on how well it really works out. Assume that I have a job. What you would be offering me would be an opportunity to quit my job in return for a temporary job that might or might not convert to full time. During the transition, I will lose my benefits. Your assumption of a pay bump when going permanent also seems to indicate that I wouldn't be compensated for the risk of a permanent position not being offered. What do you see as the value proposition for an already-employed person in this arrangement?
- Peroni 16y ago
  Contract to Perm roles are growing in popularity but the point you mention about risking a secure job with no assurance of getting a full time role with your new company is the biggest issue. The fact is, candidates don't take the risk and rightfully so. This process, however, works brilliantly with graduates or candidates that are currently unemployed.
  - Killah911 16y ago
    Amen, a good portion of my team are recent college grads/unemployed/self taught etc. I realized early on that I'm not Google & I wouldn't be able to realize the value of "top of the line" engineers who everyone else if competing for. So, I try to get the best of whatever's left & try to get best out of them. I'm not worried my "rockstars" are going to jump ship at the next best offer. Like I said in my earlier post, it's like a "dating" realitionship initially. I've found people often are looking for work that they enjoy (including the feeling of community, comfort & being valuable) while covering their basic needs more than a very high paying job that makes them feel like crap. I've even had a couple of defectors from larger companies, just because I'd let them do what they liked and not just what they went to school for. Bottom line, I end up getting way more value from my team vs. my previous hiring model, which was more traditional & in line larger corporations.

danilocampos 16y ago

Do you operate in a demanding market? As a candidate, I'd be very skeptical of such an arrangement, assuming another company I liked equally was standing by with an offer for a real position right off the bat.

Entaroadun 16y ago
Yeah seriously, how do you justify contract-to-perm basis to the employee?
Killah911 16y ago
Yes, I do operate in a demanding market. As such I've had to really figure out how to make this work. I started out by offerring "rockstars" loads of money & potential equity. This was unsustainable. I mean, they were rockstars and the quality of their work was awesome, but there was no way I could compete with well established companies. (Yes, I run a very humble, mostly self funded startup). My proposition is simple. It's like "dating", we both have some risk. But the benefits I offer, is a place where you'll love to work, (we have lots of "unconventional" benefits). Also, once you're perm, you'll make above market salary+bonus+equity+... It's not everyone's cup of tea. If money and security are your thing, you wouldn't be happy with my company anyways. We're a startup, we take risks and love the thrill. That's why when one of your ideas make the company money, the bonus you'll see on the next paycheck will make veterans' paychecks look like chump change & if it's something that'll help us long term, you'll get the bonus in terms of equity. So far, our team is like family. We love what we do & look forward to Monday...

edabobojr 16y ago

Would you care to expand on your experiences with this? I keep hearing of people who take this approach, but I've always been skeptical on how well it really works out. Assume that I have a job. What you would be offering me would be an opportunity to quit my job in return for a temporary job that might or might not convert to full time. During the transition, I will lose my benefits. Your assumption of a pay bump when going permanent also seems to indicate that I wouldn't be compensated for the risk of a permanent position not being offered. What do you see as the value proposition for an already-employed person in this arrangement?

Peroni 16y ago
Contract to Perm roles are growing in popularity but the point you mention about risking a secure job with no assurance of getting a full time role with your new company is the biggest issue. The fact is, candidates don't take the risk and rightfully so. This process, however, works brilliantly with graduates or candidates that are currently unemployed.
- Killah911 16y ago
  Amen, a good portion of my team are recent college grads/unemployed/self taught etc. I realized early on that I'm not Google & I wouldn't be able to realize the value of "top of the line" engineers who everyone else if competing for. So, I try to get the best of whatever's left & try to get best out of them. I'm not worried my "rockstars" are going to jump ship at the next best offer. Like I said in my earlier post, it's like a "dating" realitionship initially. I've found people often are looking for work that they enjoy (including the feeling of community, comfort & being valuable) while covering their basic needs more than a very high paying job that makes them feel like crap. I've even had a couple of defectors from larger companies, just because I'd let them do what they liked and not just what they went to school for. Bottom line, I end up getting way more value from my team vs. my previous hiring model, which was more traditional & in line larger corporations.