If one’s candidate pool also interviews at AppAmaGooFaceSoft, you should have a “sell sheet” against AppAmaGooFaceSoft.
If this sales phrasing doesn’t light your heart of fire, call it “Reasons why I would counsel a peer I respected to turn down a really good job offer.”
If this sales phrasing doesn’t light your heart of fire, call it “Reasons why I would counsel a peer I respected to turn down a really good job offer.”
https://twitter.com/asmith/status/1342617858707079168
I continue to think the tech industry is fundamentally unserious about recruiting. (This is not a response to this tweet in specific; this is a longstanding observation that I spent one of my lifetime punchcard of company foundations on.)
Minimally, ask what they value at X.
Minimally, ask what they value at X.
“They pay a lot of money” is a predictable and useful answer! And you can give the candidate predictable and useful information in response to it!
e.g. “Money is certainly important. Let me sketch out some stylized scenarios about liquidity, risk, timing, and upside, and you tell me which one is most attractive for your values and short mid and long term career plans.”
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