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One thing to remember is that every superstar used to be a mid-tier coder. This is not an YA novel where talent is decided at an arbitrary time and that's the l
by theshrike79 3y ago
One thing to remember is that every superstar used to be a mid-tier coder. This is not an YA novel where talent is decided at an arbitrary time and that's the lane you'll hold until you retire. =)
When you hire people straight off school or "mid tier" people, you can help them grow to be better and reap the benefits.
If everyone will just hire the "top tier talent", their prices will inflate and the pool of top tier people will never grow.
- red-iron-pine 3y ago"don't hire a 10x team, learn to build a 10x team" or something like that.
- dilyevsky 3y agoThere’s a pretty big difference between carefully seeding up and coming talent and deliberately hiring 40 mids like some folks are suggesting here to build their scrum teams or whatever. There aint going to be no growth here.
- theshrike79 3y agoIf you can determine an "up and coming talent" from a "mid" during a 1 hour job interview, you really should start up a HR consulting company. =) The only way to figure it out is to hire the ones that seem good and see who blossoms.
- dilyevsky 3y agoYes which is why your strategy doesn't work unless you're also really good at firing people (which brings its own set of challenges).
- theshrike79 3y agoOver here we have a 6 month probation, during which you can fire people American-style by just saying "GTFO" with no reason required. (You can give one, but it's an art to tell the correct one, the wrong reasons will get you in trouble) Yes, there are some people who shape up for 6 months and then start slacking, but they're definitely not the norm. You should be able to evaluate a person in that time and see if their personality fits the team and whether they are a net positive for the productivity.