You may not like the article, but your "shortcomings" are all wrong. Person comes in, doesn't work out, and then goes to work for a competitor and can now (a)

You may not like the article, but your "shortcomings" are all wrong. Person comes in, doesn't work out, and then goes to work for a competitor and can now (a) talk about your processes, (b) tell them who the key people are to target If they aren't good enough for your team and your competitor ends up hiring them, what does that say about your competitor? Besides, I highly doubt that the candidate can find out anything remotely interesting about your team in just a day. Person comes in and tells technical recruiters who your top talent is Again, highly doubtful that a candidate will be be able to evaluate your top talent and even if they do, so what? All the good devs have contacts with recruiters anyways and if you aren't making it attractive enough for them to stay, then they will leave regardless of some noob interviewee. Person comes in, explains (good/bad) reasons that this code sucks and whoever wrote it was wrong, and makes everyone feel like a fool for working there If you can't take a little criticism, then you really need to get out of the game. Developers A, B, and C love the guy yet manager hates him (or vice versa) Easy, fire the manager. I've had this except in reverse and our manager heeded our advice. Do you really want to work for a manager who doesn't listen to his developers?