4 ms·

So basically you do a variation of personality quiz except “informal” and then fire candidate after a month if they don’t work out. I don’t know where your mark

So basically you do a variation of personality quiz except “informal” and then fire candidate after a month if they don’t work out. I don’t know where your market is but where I am you simply won’t be able to hire anyone with options unless you have netflix level pay or super hot domain.

candiddevmike 6y ago
Most companies have some kind of probationary period, either formally or informally.
- dilyevsky 6y ago
  That is incorrect. In 13 years the fastest I’ve seen anyone let go was 6 months. Most sw eng jobs don’t expect you to be fully productive for a quarter at least. Again once word gets out that you’re trigger happy on firing you’re looking at top of market pay to close anyone half decent
- ghaff 6y ago
  Defaults matter though. Hiring someone and having an informal probationary period feels a lot different from giving someone a contract with no guarantee of a job at the end.
  - candiddevmike 6y ago
    There is a guarantee of a job at the end of the contract, I think you're arguing semantics.
    - wlesieutre 6y ago
      What's the point of the contract then, just to make things complicated?
      - candiddevmike 6y ago
        In the US, it's easier to end a contract than fire someone (unemployment, COBRA, taxes).
        ghaff 6y ago
        In other words, there isn't a guarantee? Also, how is health insurance handled since you mention COBRA? I was on another thread today where people were saying that health insurance is one reason they didn't take time off between jobs.
        zdragnar 6y ago
        COBRA lets you continue your insurance plan from your employer for a time period after you leave. However, your employer no longer contributes to the premiums, which are very difficult to personally front if you dont have an income. You can buy temporary health insurance to cover yourself between jobs, but it typically is only useful for catastrophic injury, as the deductibles are extremely high to keep the price down.
        AlexCoventry 6y ago
        Usually when I've been offered this arrangement (which I like because it reduces the risk on my side, too), the pay has been on the higher side for the contracting part, to cover the reduced benefits/security.
        itronitron 6y ago
        Given a choice, I'd recommend taking the contract period because if either party chooses to end the relationship, the candidate can honestly report it as a short term contract on their resume.
        ghaff 6y ago
        To a first approximation, no one is looking at employment gaps at that level of granularity. Now if you can't find a job for another year, that's maybe something different but you're back to switching jobs without really having a job.
ghaff 6y ago
Unless I were already out of work, a contract period would pretty much be a non-starter--unless, as you say, it was really exceptional and I was able to confirm to my satisfaction that just terminating after the contract period was something very out of the ordinary. But it's very unlikely I would leave a position I was reasonably happy with for something like this.

candiddevmike 6y ago

Most companies have some kind of probationary period, either formally or informally.

dilyevsky 6y ago
That is incorrect. In 13 years the fastest I’ve seen anyone let go was 6 months. Most sw eng jobs don’t expect you to be fully productive for a quarter at least. Again once word gets out that you’re trigger happy on firing you’re looking at top of market pay to close anyone half decent
ghaff 6y ago
Defaults matter though. Hiring someone and having an informal probationary period feels a lot different from giving someone a contract with no guarantee of a job at the end.
- candiddevmike 6y ago
  There is a guarantee of a job at the end of the contract, I think you're arguing semantics.
  - wlesieutre 6y ago
    What's the point of the contract then, just to make things complicated?
    - candiddevmike 6y ago
      In the US, it's easier to end a contract than fire someone (unemployment, COBRA, taxes).
      - ghaff 6y ago
        In other words, there isn't a guarantee? Also, how is health insurance handled since you mention COBRA? I was on another thread today where people were saying that health insurance is one reason they didn't take time off between jobs.
        zdragnar 6y ago
        COBRA lets you continue your insurance plan from your employer for a time period after you leave. However, your employer no longer contributes to the premiums, which are very difficult to personally front if you dont have an income. You can buy temporary health insurance to cover yourself between jobs, but it typically is only useful for catastrophic injury, as the deductibles are extremely high to keep the price down.
        AlexCoventry 6y ago
        Usually when I've been offered this arrangement (which I like because it reduces the risk on my side, too), the pay has been on the higher side for the contracting part, to cover the reduced benefits/security.
        itronitron 6y ago
        Given a choice, I'd recommend taking the contract period because if either party chooses to end the relationship, the candidate can honestly report it as a short term contract on their resume.
        ghaff 6y ago
        To a first approximation, no one is looking at employment gaps at that level of granularity. Now if you can't find a job for another year, that's maybe something different but you're back to switching jobs without really having a job.

ghaff 6y ago

Unless I were already out of work, a contract period would pretty much be a non-starter--unless, as you say, it was really exceptional and I was able to confirm to my satisfaction that just terminating after the contract period was something very out of the ordinary. But it's very unlikely I would leave a position I was reasonably happy with for something like this.