[morgante]

Instead of repetitively saying that you went through this same gauntlet yourself, how about an argument for how you think this is possibly a valid strategy for attracting good already-employed developers?

As I see it, there are 2 huge barriers to me ever doing a trial week while currently employed:

1. If it doesn't work out, I've just burned 1/4 of my vacation time for the year. That's a pretty massive ask for a company to make. I could do a bunch of math with expected values, but I'm sure it would work out to Weebly having to have insanely great compensation (>$300k) for me to do it.

2. Even if it does work out with Weebly, it makes it impossible for me to concurrently solicit and evaluate multiple offers, which I absolutely do when looking for a new position.

How do you overcome those problems which make it very unlikely that 99% of employed developers will do your process?

Of course, it could also be that this is a brilliantly designed strategy for weeding out expensive employees by focusing on the unemployed and unsavvy.

[kabdib]

> Of course, it could also be that this is a brilliantly designed strategy for weeding out expensive employees by focusing on the unemployed and unsavvy.

This is the result, intended or not.

The problem is, the good people usually don't need a job. So the more of a gauntlet you make your hiring process, the less likely it is you'll get one of those already-employed, perfectly happen and great employees. You're selecting the people who couldn't get jobs at your competitors (modulo the false-negative rejects).

[IndianAstronaut]

I did something similar with another company wherei did remote part time work for 2 months to see if they would like me and vice versa.

Didn't end up working out so I was glad it was only part time and I didn't make the jump. If I made the jump directly, I likely wouod have been laid off and unemployed.