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>> "Junior/Senior/Management" --- is that the skill level of the interviewer? That's the position you would be hiring for, right ?

• wavelet 12y ago
  That's right, the technical depth that the interviews would dive to would be different depending on the experience your candidate is expected to have.
  • sarciszewski 12y ago
    How much does a typical software company burn on talent acquisition? I'd wager it's at least one or two orders of magnitude larger than the rates posted on this page, but I've never hired before.
    • mooreds 12y ago
      The rule of thumb I've heard is 25-30% of first year's salary is spent on finding, hiring, onboarding and training a full time employee.
      • tptacek 12y ago
        And it's worse than that, because not all hires work out, and that 25% number doesn't account for the costs you absorb with broken hires.
        • sarciszewski 12y ago
          So naively... (0.25 * base salary * (average number of broken hires - 1)) That is the value you can create if you have experts successfully vet new hires (assuming they succeed at this). How much time would it take for an expert to do this? Not just in the interview part, but the after-service (write-ups)? I'm sure if they tethered their prices to the value they're actually creating, and they had experts capable of screening clients, then I could see this taking off.