Yeah this is pretty accurate. I've had good luck with the learning on the job thing in the past I will say. The way I think about it is that I would be doing th

Yeah this is pretty accurate. I've had good luck with the learning on the job thing in the past I will say. The way I think about it is that I would be doing the same thing if I thought I had the time to do it myself. The framing I use is that I am paying them a competitive rate but I am just not paying them for the hours spent learning. There is obviously some push and pull there about what exactly learning is, but it's usually turned out okay and I have made some good connections to help my buisness in the long term from it. Once they learn and you have put that investment, you give them a good referral if they need it and they will usually be more than willing to help you at a reasonable price in the future since you helped give them out originally. You can get burned doing this I am sure, it just hasn't happened to me the two times I've taken this strategy. The one thing you definitely do not want to do is to wind up with one of those learning on the job people but where neither of you are quite sure what the expectations are. You see this a lot with companies offering way below market for a skill and candidates accepting but not being made comfortable to admit they are not experienced enough to get market rates. Mostly this is a problem when the company doesn't know what they are doing and/or are incompetent in other ways that led to them not knowing they are underpaying what it would require to get somebody they really knows what they are doing.