61–70 of 77 posts
I think if you stop offering remote positions you'll get rid of 100% of these, just saying. Of the ones you interviewed, they managed to pass the interview didn't they? What's wrong then? Were they not making an effort to perform? Having a fake github doesn't matter if they perform well imo.
We hired someone once who was only superficially competent in a niche technology that we didn't understand well. This person had a contact with someone who was competent and was coaching them. It took us a while to figure out what was happening. It was a huge PITA because they had to wait for their contact to be available to get anything done.
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So as a European you have a right to all American jobs? I just want to make sure that is what you are after. Last time I checked as an American I did not have a right to all German or England jobs..
You have a right to job??
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I mean, good. My employment contract has right on there that all outside employment will be disclosed. And because I pay salary, I am expecting that all of your efforts will go towards my job. Try to lie and hold two jobs? I will 100% fire you, and get the other place to fire you. In fact I have done this once myself as well.
> And because I pay salary, I am expecting that all of your efforts will go towards my job. Why? Most (even salaried) full-time contracts require something like 38-40 hours per week. So long as what your staff are doing outside of those hours is not representing the company in a bad light, it should not be your concern. Trying to control what your staff do in their own time is toxic.
You can choose to hire double dippers then, when you start your own business. I am sure you will get a lot of quality work.
I really don’t think this view is out of the ordinary in the US. How many YV startups would allow someone to work for salary at a second job, if being paid a salary? I have seen many employment agreements, and it’s not very common.
It’s one extreme to own someone’s work output outside of work hours. It’s another to allow someone to collect two salaries.
Very aggressive screening at the outset, with all the submissions in an easy to read list. At my last job, we would ignore every single submission that didn't have a cover letter. If the cover letter has even the slightest red flag; for example if it doesn't mention anything specific about the company, then onto the next one. The next step would be an equally aggressive phone screen. It's ruthless and you might miss…
> At my last job, we would ignore every single submission that didn't have a cover letter. It's funny because I automatically drop a job prospect if they mention cover letter. If they request it right in the job ad and the job description is interesting, I send my updated CV and my contacts, but leave out anything resembling a cover letter. If you care about getting to know me, set up a meeting. I already sent you a…
It's interesting though that there are such large differences in approaches out there.
> anyone can write anything about anything in a cover letter.
I could say the same thing about a CV.
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If you expect to busk on the street corner during company time, what do you think?
What is company time when you're +8 hours from an employer, and you complete your work? And yes, I do busk in lieu of taking lunch sometimes.
If you keep barely completing fraction of your work, say 5% what you'd normally expect, it's a problem and looking at contract agreement where you agreed to work certain amount of hours for exchange of salary - that is not full-filled starts to matter.
Same way from PoV of employee it would not be fair if company would start to wire you fraction of agreed salary because they're also working with other developers at the same time and you just have to deal with it.
yeah we had people join with different person interviewing for them. We now have a policy to take a screenshot of person's face during interview and compare them to person who joins. We've busted a bunch but a whole lot have slipped through the cracks.
Companies save your image without your permission and then companies are simply baffled why people don’t want to be in video calls!
never had an interviewee decline to be on video call for an interview. Are you trolling ?
> we coordinated termination on both sides Outside of the US that would be very risky. You’d be opening yourself up to litigation.
What law stops me from calling up a company and providing them with demonstrably factual information about one of their employees?
You’d have to go to court.
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Are they hiding this fact? Do you think their compensation is unrelated to how many other jobs they're performing at the same time?
Just to add to it, looking from time perspective you feel like a fool, there were many occasions in span of several months when SU/meeting couldn't be attended; already constrainted due to timezone difference, you'd think he'd make an effort to at least be available during short overlap hours, but couldn't because: - had to pick up mom from airport - had doctor's appointment - electricity was cut off the building - m…
"we coordinated termination on both sides" It's one thing to ask if they currently work there and provide the same info, but coordinating to terminate them from both companies seems like an antitrust issue.
You reach another company to try to understand what is happening and you discover whole thing rides on lies on both sides.