[avmich]

> Personally, I'd refrain from throwing around "If I was the manager of the hiring manager" rhetorics when responding to PragmaticPulp; that's someone w/ a lot of hiring experience in big tech.

Having seen a bunch of companies and hiring managers, I don't believe PP's approach is the correct one if he wants to maximize results, not minimize efforts.

There are reasons why at some point stellar candidates stop considering Big Tech, companies like FAANG etc. and also why good engineers deteriorate if staying there for too long (doesn't apply to certain departments, like RnD). Policies are simplifications, and hiring good candidates is a hard problem in modern industry; removing flexibility only makes the task that much harder.

[lhorie]

I mean, I think "maximizing results" is a bit of a loaded term. The bar at FAANGs and adjacent companies is already very high to begin with; their systems are optimized to prevent bad hires and I'd argue they're quite successful at that. Also worth noting that when you hire at scale, optimizing for finding mythical 10x'ers doesn't scale, almost by definition.

The other thing is that you're assuming a hypothetical candidate w/ only short tenures is someone who is necessarily an ace, vs the original claim that this person is likely a dud. The point I'm making is that in a real concrete scenario w/ lots of numbers to look at, people w/ that sort of resume don't perform well when benchmarked against known high performers. Which then begs the question of whether it is even reasonable to assume that there's any overlap between the extreme job hopper archetype and the "ace" archetype statistically speaking, when comparing to the stats for the cohort of people with "normal" tenures.

I can point to a vast pool of people jumping from one 6 month contract to the next that tend to do abysmally bad in interviews, and I can tell you none of the staff+ or director-type people I know are extreme job hoppers, as anecdotes to support the argument that the overly short tenure strategy doesn't perform as well as average tenures. You'd need to provide a very strong argument for the idea that "short tenures = good heuristic for finding golden needle in a haystack" is a superior strategy for either job seekers or employers, because I just don't see it.