an interesting and subtle point. The team you recruit, hire and retain with a 6 month time horizon is very different than the one you hire with a 2y or 5y horizon.
People *tend* not to think on a long enough time scale. But sometimes too long!
People *tend* not to think on a long enough time scale. But sometimes too long!
I used to think "not a good fit" was always a bullshit term. After 3 years of running a company, and parting ways with ever so many brilliant, wonderful people for the right reasons which also had absolutely no reflection on their worth -- it's not (always) bullshit. At all.
Sometimes a question of limited resources and changing strategy, interpersonal dynamics and shifting needs, crazy gambles that don't pan out, needs not fully understood, technical affinities and joys and stages of life and personal balance.
(I will try so hard an probably fail to remember this the next time it gets used on me, lol)
But seriously, I think it's entirely okay to respond with "Why?" and dig into the reasons. Find out more about how they see the mismatch. It probably isn't about you.
But seriously, I think it's entirely okay to respond with "Why?" and dig into the reasons. Find out more about how they see the mismatch. It probably isn't about you.
This is more and more true the more senior you are.
There's no such thing as a generic senior engineer, only individuals with very specific personality traits and experiences. A visionary game changer at company X can be an underperformer who never ships at company Y.
There's no such thing as a generic senior engineer, only individuals with very specific personality traits and experiences. A visionary game changer at company X can be an underperformer who never ships at company Y.
Juniors, you assume you can take them and mold them into what you need. Seniors not so much.
Sometimes you need an engineer who can crank out code. Sometimes you need one to write next to no code, as @whereistanya eloquently spoke about this year.
Sometimes you need an engineer who can crank out code. Sometimes you need one to write next to no code, as @whereistanya eloquently spoke about this year.
(Oh, and judging by my DMs, managers tend to forget that for senior contributors (not just engineers!!) mentorship is a real, time consuming job -- but also one of the best possible uses of their time. Force amplification is sadly very hard to measure and track.)
I gotta say: running a company has made me more of a capitalist (on labor laws, taxation etc) but even MORE of a commie pinko about the govt aggressively caring for citizens' well being.
Business is cutthroat, and I never want to be responsible for someone losing health care.
Business is cutthroat, and I never want to be responsible for someone losing health care.
Btw, the best (only decent) way to interview as a senior engineer is to go work with the team for a week and ship a thing. Chemistry and culture fit are SO personal, and no interview is going to give you high confidence.
If you can afford to embed, ask if they'll let you.
If you can afford to embed, ask if they'll let you.
