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How does poaching relate to this? Obviously higher Y intercepts will get a lot more done initially, but they'll then be poached away. Same could be true of the

How does poaching relate to this? Obviously higher Y intercepts will get a lot more done initially, but they'll then be poached away. Same could be true of the slopey person, who may show more drive in their career and want to hop out once they've sloped up through your training. Also, will that Y intercept person come at a huge premium? Can you afford that initial added burst of capital, or can you wait longer and hopefully see return on the sloper? Anyway, you can't know someone's slope in the future at your job, as if that slope is even a constant value. It's much easier to know someone's Y intercept, you look at what they've done and what they can do now. That's the actual facts of hiring, vs a belief in potential slope, where uncertainty is more dominant.

ilc 5y ago
You CAN estimate slope. Look at past performance. If a person switches from a role doing front end, to a role doing back end... what does that say about their slope? Now they goto DevOps/SRE? What about shifting towards UI Design? What do you do when you are in a situation where near nobody knows your tech stack... you'd better be able to estimate slope.
- BossingAround 5y ago
  > If a person switches from a role doing front end, to a role doing back end... what does that say about their slope? Now they goto DevOps/SRE? What about shifting towards UI Design? Absolutely nothing. I've seen people switching from role to role because they were bored, and because they got an opportunity elsewhere, while not learning much in their short 6-12 months on the previous role. I'm not saying that one can't learn a lot within 6-12 months on a job. I'm saying you won't know as an interviewer if this is your only data point.