swampthing

52 ms·

541.
Civ for FB coming this summer(crunchgear.com)
5 points by swampthing 15y ago|1 comments
542.
by swampthing 15y ago
Not entirely sure if this was what you were getting at, but I've always found advice against 50/50 equity to likely be the product of a cognitive error. People see companies with 50/50 equity splits failing due to founder disputes and extr
543.
by swampthing 16y ago
Just filter out the latter and you're golden ;)
544.
by swampthing 16y ago
Don't throw the baby out with the bathwater - plenty of scams out there, but the lesson is to look out for those that you mentioned, not to use the contractor stint as some sort of litmus test.
545.
by swampthing 16y ago
To each their own - if your only goal is to minimize missing qualified people, then I would agree that you should offer FT offers to everyone. If you have a stronger goal of minimizing the number of unqualified people you hire, then that's
546.
by swampthing 16y ago
I've seen the contracts with my own eyes. But I guess I can't prove that the developers in question were good without divulging names. Anyways, I don't see why this is a cop-out any more than any other hiring procedure. No company has any
547.
by swampthing 16y ago
(4) isn't really a risk if the employer is following a consistent hiring procedure, since they will not have had the time necessary to evaluate your potential replacement. What sane employer is going to willingly pass up someone who's been
548.
by swampthing 16y ago
Try looking at it a different way - assume, you will have a full time job at either of these prospective employers. Do you want the one that makes FT offers immediately, or the one that makes them only after testing new people out for 3 mo
549.
by swampthing 16y ago
Conversely, (3) might attract some programmers who want to work at a place that is very careful about who they bring on FT. There are three risks compared to a FT offer - (1) the business goes south and they can't afford to bring you on FT