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When tasked with new hires, I was often biased by startup-culture to make sure everyone was fed at my table. However, this also led to overpaying inexperienced
by Joel_Mckay 4y ago
When tasked with new hires, I was often biased by startup-culture to make sure everyone was fed at my table. However, this also led to overpaying inexperienced kids with senior level salaries, and often incurred a lack of work ethic from some (money makes some people stupid). In general, we found firing the counter-productive after 1 month was the most effective means at reminding everyone of their obligations, as handing out pay cuts and manipulative antics just fosters resentment.
If someone appears purely motivated by compensation packages, than you can be sure they belong in a bureaucratic process rather than a development team. Likewise, companies that try to cost optimize labor for a fixed-cost project have doomed themselves to be crushed by competitors.
- whimsicalism 4y agoYou sound like someone I would never want to work with and certainly for. Tenure is not equivalent to performance, contra your "inexperienced kids" rhetoric. The idea that you can judge someones performance well enough in 1 month to fire frequently within that time frame sounds like bogus to me.
- Joel_Mckay 4y agoIt is anecdotal opinion based on my experience, and people need to learn to get along with people they don't like... as it is called being a professional. To "judge someones performance" one needs to understand how systems work in detail, and empathize with individual situations. In general, I prefer ex-service personnel, as they typically are self disciplined and require minimal oversight. I still respect your opinion, but disagree because it sounds like someone who has never had to manage teams, projects, and or budgets. Enhance your calm. =)