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Out of 50+ product, engineering and marketing folks, only 2 have ever left. We have multiple people that have been around for 5+ years. So yes, amazing retentio

Out of 50+ product, engineering and marketing folks, only 2 have ever left. We have multiple people that have been around for 5+ years. So yes, amazing retention and team cohesion is certainly a by-product of the trial week.

tptacek 13y ago
Sorry, I was referring to the outcome of the trial week itself, because I hadn't caught the end of the article where you said the outcome was a 66% accept. You've built what is by all accounts an excellent team and an enviable workplace, so it is with all possible respect that I say that I'm discouraged that you're employing a temp-to-perm arrangement in your hiring practice --- but if it's working for you, I'm not sure what else I can say.
- drusenko 13y ago
  I certainly respect your point of view. In my mind this isn't a temp-to-hire -- that would be something more lengthy, maybe a 2-4 week temp period. So many people are frustrated with the traditional interview process, and we think it's pretty broken, too. This trial week is really about being able to assess all the things you can't in an interview. Also, since a majority of our team is relocating from elsewhere, it's a big decision for them and it's turned out to be very valuable on their end as well.
  - fecak 13y ago
    > Also, since a majority of our team is relocating from elsewhere, it's a big decision for them and it's turned out to be very valuable on their end as well. This wasn't addressed in the original article other than the mention of paying for flights, and this relocation angle is probably a bit more of a factor than you probably expect regarding the willingness of candidates (95%) agreeing to do it. If someone is moving to a new city, getting a paid trip to visit the city for a week while considering a job is a win. A candidate could even potentially interview off-hours with other companies on their dime, while exploring what the city has to offer and look into housing, schooling, etc. If this trial week was mostly local candidates, the 95% being willing to sacrifice vacation time would be much more surprising (and potentially more risky, since I'm assuming most candidates aren't telling their current employers that they are doing this). If these are mostly out-of-area candidates, it's not all that surprising that they would be willing to take a paid week of work and a free trip to see whether relocating makes sense for them. Most wouldn't accept a position in a new city without getting the chance to look at the city, and what better way than a free trip?

tptacek 13y ago

Sorry, I was referring to the outcome of the trial week itself, because I hadn't caught the end of the article where you said the outcome was a 66% accept. You've built what is by all accounts an excellent team and an enviable workplace, so it is with all possible respect that I say that I'm discouraged that you're employing a temp-to-perm arrangement in your hiring practice --- but if it's working for you, I'm not sure what else I can say.

drusenko 13y ago
I certainly respect your point of view. In my mind this isn't a temp-to-hire -- that would be something more lengthy, maybe a 2-4 week temp period. So many people are frustrated with the traditional interview process, and we think it's pretty broken, too. This trial week is really about being able to assess all the things you can't in an interview. Also, since a majority of our team is relocating from elsewhere, it's a big decision for them and it's turned out to be very valuable on their end as well.
- fecak 13y ago
  > Also, since a majority of our team is relocating from elsewhere, it's a big decision for them and it's turned out to be very valuable on their end as well. This wasn't addressed in the original article other than the mention of paying for flights, and this relocation angle is probably a bit more of a factor than you probably expect regarding the willingness of candidates (95%) agreeing to do it. If someone is moving to a new city, getting a paid trip to visit the city for a week while considering a job is a win. A candidate could even potentially interview off-hours with other companies on their dime, while exploring what the city has to offer and look into housing, schooling, etc. If this trial week was mostly local candidates, the 95% being willing to sacrifice vacation time would be much more surprising (and potentially more risky, since I'm assuming most candidates aren't telling their current employers that they are doing this). If these are mostly out-of-area candidates, it's not all that surprising that they would be willing to take a paid week of work and a free trip to see whether relocating makes sense for them. Most wouldn't accept a position in a new city without getting the chance to look at the city, and what better way than a free trip?