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The idea here seems like it would be best suited to a working environment that has a deep pipeline, from unskilled to semi-skilled to skilled or specialized workers. People can be hired unconditionally to the unskilled pool, from which they can move up to the higher tiers either through training (either internally or externally) or through natural ability. A bakery, like in this example, seems like it could pull this off, since janitorial work at a bakery is straightforward but unlikely something you'd want to subcontract, and presents a natural place to interact with other workers in more specialized positions, through management or through learning more. In software this is more difficult, because there's no longer a pipeline for things like data entry, assembly, or basic IT support (traditional inroads), especially at a smaller company, much less janitorial or food prep work that presents an opportunity to advance. I think the hidden cost here, though, is that progression from one stage to another starts to resemble interviewing at a new company, with all the same biases and problems that result from hiring processes in general, with the possible exception that there's more direct information on personality and work ethic that can feed into the pipeline (for better or worse). |