51–60 of 231 posts
Question: how does that "helping others" look like? In companies there's a planning phase with meetings, the work phase with assigned tickets - how does the helping fits in? Is it in those cases when somebody asks about features - unknown to him - in the codebase which somebody else knows about?
Get that interview process fixed ASAP and let this lemon go. Don’t be surprised if there is pushback from non-technicals if this hire checked a bunch of boxes for other departments. A good strategy would be to have them be a lead on a minor project that requires technical chops and communication. Ensure there is a daily standup and grind them on details and timelines. Get them some juniors as direct reports to expose…
> The stress alone will probably make them quit. Document as much as you can in emails and messaging systems.
My god, no. Unless you want to set a precedent for super-toxic, manipulative workplace environment. (You don't get to pick&choose when evil happens: "I learned it from watching you".) As well as expose the company to potentially an 8-figure harassment suit.
Why it needs another 6-12 months to get them to be productive? Is it some system programming position? I can't imagine anything else that would require a year to get people into shape.
Kernel development, simulations, numerical methods, ML, graphics, database internals, compilers, infosec engineering, etc.
In my experience, usually some level of existing expertise is considered a prerequisite for senior dev positions.
* Although a whole year sounds really long for a senior dev to get going in any of those topic areas.
Fire them. You are obviously paying senior money for a junior. Unless of course you tried to rip them off by underpaying them. Then I suppose it balances out. Evaluate the hiring process, how did you mess up so bad? Fix it.
I'd sit down with employee, and present options.
Start with: You're not performing at the level, technically or with leadership, that we were expecting. Some of this is our fault, for not figuring that out in the interview. So this is going to be an uncomfortable conversation...
Option A: We decide you aren't a good fit for this position, part ways, and we wish you good luck in your next opportunity.
Option B: We adjust your salary and title to fit with what we've seen of your productivity. We realize this is a hard ask. We also come up with a plan in which you have a training and responsibility plan over the next year to get you to what we'd expect for someone in your original role, at which time we'll consider you for promotion.
A lot of responses here start and end with firing, which seems kind of callous to the individual for an HR fuckup. Better to at least present the demotion option.
This is a good case study and how different the US versus European climate for scenarios like this is
It's not me, is it?
This is a good case study and how different the US versus European climate for scenarios like this is
How does Europe handle it?