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The original title of the page is "Refer a Software Developer. Make $30,000!" and seems to be for hiring developers in Boston and Dublin (Ireland). I wonder if they selected Dublin as their EU base as some sort of strategy to minimize their tax exposure, as they would have more developers available to choose from in one of the more populous EU countries.
Earlier quoted context omitted.
And its interesting that they don't mention what they would do if a developer self-applies. Presumably, they wouldn't bother giving him the 30k as a 'golden hello' (otherwise if this were their intention they would say so).
The page says: Please don’t refer yourself (feel free to apply the usual way, though) But I'd try it anyway. ;-)
It's ironic, if they paid that 30K to the developer they wouldn't have a hiring problem in the first place. It seems like employers are jumping through more and more hoops to avoid paying developers what they're worth.
Earlier quoted context omitted.
And its interesting that they don't mention what they would do if a developer self-applies. Presumably, they wouldn't bother giving him the 30k as a 'golden hello' (otherwise if this were their intention they would say so).
The page says: Please don’t refer yourself (feel free to apply the usual way, though) But I'd try it anyway. ;-)
If your developers aren't active in the tech scene locally or in enough diverse groups to have a constant flow then you're doing it wrong.
The original title of the page is "Refer a Software Developer. Make $30,000!" and seems to be for hiring developers in Boston and Dublin (Ireland). I wonder if they selected Dublin as their EU base as some sort of strategy to minimize their tax exposure, as they would have more developers available to choose from in one of the more populous EU countries.
There is also the tax dodge aspect which it looks like the wheels are coming off in a big way.
One of my earlier employers exhaustively tried many of these strategies including generous referrals. Ultimately it came down to just a numbers game. Pay a reputable tech-recruiter for resumes, hit the grind, and you'll find some diamonds in the rough. If you have 30k budget to offer tempting bonuses, you should just hire a recruiter. Tech hiring almost has to be approached like the NFL draft. Companies seem fixated…
I totally agree with a talented young engineer becoming senior quickly. This summer we have 12 interns/co-ops and we have hired several from co-ops into full time positions already.
This immediately signals to me that I wouldn't want to work there. Every other scheme like this that I have seen (admittedly, not many) allow you to apply independently and if successful, receive the referral commission as a bonus.