This is pretty messed up. You make the potential employee do a one week trial run and then you make an offer? Maybe I'm missing something but if you quit your

This is pretty messed up. You make the potential employee do a one week trial run and then you make an offer? Maybe I'm missing something but if you quit your job to do a one week trial run you've lost a great deal of your negotiating power. Its also been pointed out many times that many employment agreements would forbid this work with another company while employed meaning that you'd have to quit to do the trial period. Please, please, 1) never do a one week trial run unless you are really desperate for a job. I won't tell someone never to do something as individual situations are always different. 2) if you do a trial run, make sure the employment agreement is finalized before you do it. If you negotiate salary and benefits after you quite your previous job then you've got a much better chance of losing this negotiation. A question to pose to companies that do this. I've said a few times now that this type of policy means that you won't be hiring the top 10-20% of developers as I don't believe that they'd put up with this type of behaviour. Do you disagree?? or do you agree and realize that your company doesn't need the very best developers but you want to make sure you are dead right on the developers that you do hire? I've phrased the above to sound as neutral as I could, I'm trying to get some honest feedback not start a flame war:) > As such, we make sure to let them know where we stand in terms of funding, cash, revenue, and other important metrics. This on the other hand impresses me a great deal. To me transparency is the sign of good management.