31–40 of 52 posts
The title is a bit sensationalist. Looks like two CEOs of smaller tech companies talked about this casually on a podcast, while the title implies a _much_ larger number of people.
Charlie Youakim, the CEO of buy now pay later (BNPL) firm Sezzle so a loan shark, I mean thats pretty much the lowest of the low ... Auren Hoffman, the CEO of Safegraph, a large location data broker oh shit, spoke too soon.
Sounds great. They can go first by providing every candidate with a CEO profile detailing average turn over, NPS score, compensation management strategy, etc
>In the podcast, Youakim provides a seemingly harmless anecdote that illustrates how this works in practice. In response to Hoffman’s question about how he identifies outstanding candidates, Youakim recalled asking one interviewee to meet him for coffee at 7 a.m. on a Saturday as a test for “entitlement.” To decline to meet at such a time would, in Youakim’s mind, illustrate a lack of “going above and beyond.” The pe…
People are missing the point here. No one is seriously advocating for this. It's just Vice rage baiting because that's what Vice does. It's two people with very little influence discussing a scenario on a podcast.
Didn’t seem like rage bait. It seemed like they laid out the context of this discussion with the rise of employee surveillance.
Do we have to wait for a startup to exist with this product before we can say it’s a bad idea?
Sounds great. They can go first by providing every candidate with a CEO profile detailing average turn over, NPS score, compensation management strategy, etc
>In the podcast, Youakim provides a seemingly harmless anecdote that illustrates how this works in practice. In response to Hoffman’s question about how he identifies outstanding candidates, Youakim recalled asking one interviewee to meet him for coffee at 7 a.m. on a Saturday as a test for “entitlement.” To decline to meet at such a time would, in Youakim’s mind, illustrate a lack of “going above and beyond.” The pe…
I'm not sure how the business culture is in his home country but there are a lot of cultures where that type of blind obedience is extremely valued and expected.
The thing is, in SV where flat organizations and working smart not hard are valued, it might filter for the wrong type of employees.
Especially at a tech company. Most 10x I know would flat out laugh at such a request.
Earlier quoted context omitted.
Or just hire fast and fire for fast. It’s too bad the US social net is so tied to jobs making that practically unviable. I would much prefer such a system to a long song and dance of any interviews.
Hire fast / fire fast has worked for some relatively lean teams that I've been on, but I can see it being hard to implement at mid-size and bigger companies where there's all kinds of red tape.
If you limit your hiring only to people whose resources can handle that risk, you're limiting your pool to only financially stable individuals who don't have eg a child or spouse with an expensive medical condition.
Morally treacherous territory either way in the absence of a trustworthy economic safety net that the US absolutely doesn't have.
Earlier quoted context omitted.
>In the podcast, Youakim provides a seemingly harmless anecdote that illustrates how this works in practice. In response to Hoffman’s question about how he identifies outstanding candidates, Youakim recalled asking one interviewee to meet him for coffee at 7 a.m. on a Saturday as a test for “entitlement.” To decline to meet at such a time would, in Youakim’s mind, illustrate a lack of “going above and beyond.” The pe…
I once scored a phone screen with GitLab. They scheduled the screen with a manager for midnight. I asked for a different time more in line with my sleep schedule. They scheduled _that_ screen with an intern. I never heard back from the company after that.