How to Hire Great Engineers

Re:How to Hire Great Engineers by rhizome on Thursday July 30, 2020 @06:00PM (#24003325)

Not to mention that most companies don't need great engineers. Average engineers for average companies is perfectly fine. Of course, then the company leadership has to be realistic about their place in the universe, but that's a separate problem, plus hiring authorities can have a realistic view of the big picture and sell their hiring selections as "great engineers for a great company" to management.

It's kind of mutinous, but it's not like there's anything to be gained from loyalty to management who aren't loyal to employees.

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Re:How to Hire Great Engineers by bonoboTP on Thursday July 30, 2020 @06:56PM (#24003725)

> It's kind of mutinous, but it's not like there's anything to be gained from loyalty to management who aren't loyal to employees.

It goes both ways. The current equilibrium, at least in the US, is that (SW/IT) engineers leave after ~2 years, and it's causing quite a bit of friction. But it's hard to move out of the equilibrium.

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Re:How to Hire Great Engineers by rhizome on Saturday August 01, 2020 @11:48PM (#24026170)

>But it's hard to move out of the equilibrium.

I don't think it's so much an equilibrium so much as a battle, denoted by "friction," but I'm sure it would come down to each saying the other one defected first. I think we can figure out where the disloyalty started, calculated from the first principles of capitalism.

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Re:How to Hire Great Engineers by bonoboTP on Tuesday August 04, 2020 @07:50AM (#24048991)

By friction I meant all the onboarding costs and time, and the lost knowledge evaporating with the leaving employees. There's tons of waste there.

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