| Interesting take. I have some questions: > 1) Global pool of candidates Why not? global pool could potentially get you a lot more bang for your buck. I've employed folks from outside the US and it was a joy to get really talented folks and pay them stupidly well for their location. They were super excited to work with us for that and we were super excited to pay them a lower rate than hiring in the US. Win-win. > 3) Remote work Why not? > 1) Permanent hiree after 3 months of time with us. I think this works well on paper, but not so much in practice. I wouldn't be interested in wasting 3 months of time (even if I'm paid) just to find myself back in the job hunt process again. I can't imagine on a large enough or complex enough project that three months would be sufficient to be measurably productive. I'd rather use that time to find a longer-term place that is a better fit for me. This is just me though. > 2) You will be part of our family, we'll build great things together Oof, no thanks. I'm exchanging my time and experience for money. I don't need additional weird social hierarchy or hidden rules about behavior (not to mention the passive exploitation). > 3) You'll get a decision when you visit us. Just drop by, no appointment necessary. We'll make time. Gosh, as an employee there, this would signal to me that I might be expected to be interrupted and context-switch to an off-the-street interview. That doesn't sound like fun. > 4) If you get rejected, we’ll tell you in the most honest way possible. No HR bullshit talk. Sometimes that "HR bullshit talk" is to protect you and your company from lawsuits. Honesty combined with "HR bullshit" is possible and not mutually exclusive. ---- On another note, I appreciate such visible signals that I would not be a good candidate for your company. |
I'm fine with the former. Mostly wouldn't be with the latter.