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I'm curious how much they're willing to invest in skills development for the sake of their future career. I.e., what if you agreed to let them keep their curre

I'm curious how much they're willing to invest in skills development for the sake of their future career. I.e., what if you agreed to let them keep their current job title, but gave them the responsibilities and salary of a junior dev until the skill gap was closed? Then (a) they have a way forward, (b) they avoid a career-limiting feature on their resume, and (c) you wouldn't be overpaying for their work. That's the best balance of kindness and fairness I can think of at the moment.

solardev 2y ago
Not knowing their side of the story, the OP makes it sound like they basically lied and practiced interviewing to score a high paying job. That sort of dishonesty shouldn't be tolerated, much less rewarded. The rest of us work and learn honestly for years if not decades. If an employer asked me about my skillsets, I would be honest about my experience and deficiencies and negotiate honestly from there, and make plans to address the weaknesses accordingly. Finding a good dev fit for any given project or team is already hard enough when people are honest and well intentioned. We have no good credential system or standard way to suss out ability. It's how we get endless whiteboarding challenges and leetcode that isn't relevant to the actual job. Allowing charlatans into the mix just makes it worse for everyone, both employers and other employees and prospective employees. It's one thing if this person came in honestly and needed some specific remediation, maybe a particular technology or domain knowledge or whatever, but were generally competent. But that doesn't sound like what happened here. They lied to get their foot in the door, abusing the company's family-like atmosphere. They'll just drag everyone else down. Let them go and have a better hiring process next time. Ask your other employees for better ways to evaluate candidate ability if you need to. They are often better able to evaluate whether someone can do their job or lead them. But show them that you care about fairness, not charismatic lying ability.

solardev 2y ago

Not knowing their side of the story, the OP makes it sound like they basically lied and practiced interviewing to score a high paying job. That sort of dishonesty shouldn't be tolerated, much less rewarded. The rest of us work and learn honestly for years if not decades. If an employer asked me about my skillsets, I would be honest about my experience and deficiencies and negotiate honestly from there, and make plans to address the weaknesses accordingly. Finding a good dev fit for any given project or team is already hard enough when people are honest and well intentioned. We have no good credential system or standard way to suss out ability. It's how we get endless whiteboarding challenges and leetcode that isn't relevant to the actual job. Allowing charlatans into the mix just makes it worse for everyone, both employers and other employees and prospective employees. It's one thing if this person came in honestly and needed some specific remediation, maybe a particular technology or domain knowledge or whatever, but were generally competent. But that doesn't sound like what happened here. They lied to get their foot in the door, abusing the company's family-like atmosphere. They'll just drag everyone else down. Let them go and have a better hiring process next time. Ask your other employees for better ways to evaluate candidate ability if you need to. They are often better able to evaluate whether someone can do their job or lead them. But show them that you care about fairness, not charismatic lying ability.