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even tiny startups need some kind of plan for promoting and improving compensation I would think that a plan for something like this at the "tiny" stage is pre
by mmt 17y ago
even tiny startups need some kind of plan for promoting and improving compensation
I would think that a plan for something like this at the "tiny" stage is premature optimization.
Even at a dozen employees, that this plan would include some kind of formal review process at a defined interval is, I agree (with the OP), contrary to startup culture.
Edit: I've only ever been an employee, never a hiring manager or founder. From this perspective, I can't imagine asking such a question if interviewing at a startup.
- tptacek 17y agoIt feels premature to you, because you aren't seeing things from an employee's perspective. But whether you're 2 people or 100, people who aren't founders are employees, and what they're thinking about is "how will I be compensated for my work". And I don't care, I'm just saying, asking how performance reviews work is not a hiring red flag. Just be honest with them, and if they flip out, make that your red flag.
- smartbear 17y agoI can certainly see your point here, and I agree that it's only a true problem if they're hung up on it. It's really an attitude determination. If they're focussed on reviews instead of making the business work best, that's the problem. Of course in the context of the blog it would be too wordy to get into all this there, so thanks for bringing it up here!