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That’s an easy fix. Don’t require relocation. As for easily firing employees, I’m only talking about during a probationary period. And then only for employees
by sarchertech 2y ago
That’s an easy fix. Don’t require relocation.
As for easily firing employees, I’m only talking about during a probationary period. And then only for employees who misrepresented their ability to do the job.
- ryandrake 2y agoThere's still the "leave their stable job" problem to solve. I've been in this situation more than once. Do I stay with the company I know: where I'm not getting promotions or raises, but it's a known quantity with a 9-5 work environment, I'm not in perpetual crunch mode, I'm not getting yelled at by a boss as he snorts coke in the conference room. Do I leave this nice stable, boring, no-growth company for yours where they're known to fire fast if they happen to think I misrepresented something? Do I do it for a +10% pay bump? How about for a +50% pay bump?
- sarchertech 2y agoI’ve never left anywhere I didn’t hate for 10%. If we are comparing apples to apples though—same job with an option for 2 interviews, no coding interview, no take home test, but there’s a 90 day probationary period. Versus no probationary period with a 2 month long 7 round interview cycle, I’d take the probationary period in a heartbeat.