Re:Guide to scaling engineering organizations
by mediocrejoker on Wednesday December 05, 2018 @03:28PM
(#18612182)
Can you explain how the article is "a recipe for bro-culture"?
Why is hiring fluent-speakers of the language in which the company conducts operations a bad thing?
Re:Guide to scaling engineering organizations
by cosinetau on Wednesday December 05, 2018 @02:21PM
(#18611518)
Not to mention how expensive that flow chart looks.
Re:Guide to scaling engineering organizations
by nosrednAhsoJ on Wednesday December 05, 2018 @02:23PM
(#18611541)
It is not as expensive as hiring the wrong person.
As you iterate, your win percentage (AKA how many people you bring in and actually hire) goes up. We got to a point where we hired 75% of the people we brought in to the office.
Re:Guide to scaling engineering organizations
by vonmoltke on Wednesday December 05, 2018 @02:30PM
(#18611626)
> It is not as expensive as hiring the wrong person.
Do you have numbers to back that up?
Re:Guide to scaling engineering organizations
by nosrednAhsoJ on Wednesday December 05, 2018 @02:39PM
(#18611702)
Having built & led many teams, the time and energy that goes into managing an underperformer or a poor culture fit far outweighs the cost of thorough interviewing.
Even worse, you have to go through the hiring process again! So we can at least say it costs twice as much.
As mentioned, this kind of investment in the hiring process requires you to actually iterate it and continuously improve your win percentage. If not, you might be throwing money away.
Yet everyone here will only see the bad points of the article, which is pretty much a recipe for bro-culture and hiring fluent english speakers exclusively.