Answered elsewhere: If we're investing in someone's training we'll promote someone from within who is already familiar with the product and then backfill their simpler work.
So you had a talent pipeline, you just didn't like how hands on it was or how it took time to develop. We'd all prefer a magical unicorn applicant that checks every box but it's never possible especially the more you're required to know about specifics that are best learned internally to begin with. The whole hiring angle you describe seems silly in terms of process and expectations
> So you had a talent pipeline, you just didn't like how hands on it was or how it took time to develop.
There's a lot of anger in this thread at companies for making obvious choices.
If the perfect applicant happens to be looking for a job and it can save us the time and churn of switching someone internally, then yes: I would prefer to hire that person.
> The whole hiring angle you describe seems silly in terms of process and expectations
I think the silly part of this thread is all of comments from people who think they know better how to operate a company they know nothing about the people who were in it.
Or, it’s the kind of place or situation where it’s not about the job/role as some abstract commodity “function,” it’s about specialist > internal generalist > external non-specialist.
“We’re making do, but we’re kind of figuring out X as we go. That’s working for now, but the problems keep getting knottier as we grow and change—it works, but it’s expensive in terms of avoidable mistakes.
Nothing’s on fire, but if we ever got the chance, we’d value authentic expertise in this niche. But if it’s just ‘I could probably figure that out,’ we’ve already got plenty of that internally.”
Where a good hire ends up
helping those internal people as they develop experience and expertise, and one that’s not right is worse than none at all.
How do you know if someone is 80-90% there without having the job posting for the profile up, and interviewing candidates who come along?
That still takes a long time if random Senior Engineer X who's looking on LinkedIn is only 10% of the way there for what you'd need for a very specialized role.
Answered elsewhere: If we're investing in someone's training we'll promote someone from within who is already familiar with the product and then backfill their simpler work.
So you had a talent pipeline, you just didn't like how hands on it was or how it took time to develop. We'd all prefer a magical unicorn applicant that checks every box but it's never possible especially the more you're required to know about specifics that are best learned internally to begin with. The whole hiring angle you describe seems silly in terms of process and expectations
> So you had a talent pipeline, you just didn't like how hands on it was or how it took time to develop.
There's a lot of anger in this thread at companies for making obvious choices.
If the perfect applicant happens to be looking for a job and it can save us the time and churn of switching someone internally, then yes: I would prefer to hire that person.
> The whole hiring angle you describe seems silly in terms of process and expectations
I think the silly part of this thread is all of comments from people who think they know better how to operate a company they know nothing about the people who were in it.
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Or, it’s the kind of place or situation where it’s not about the job/role as some abstract commodity “function,” it’s about specialist > internal generalist > external non-specialist.
“We’re making do, but we’re kind of figuring out X as we go. That’s working for now, but the problems keep getting knottier as we grow and change—it works, but it’s expensive in terms of avoidable mistakes.
Nothing’s on fire, but if we ever got the chance, we’d value authentic expertise in this niche. But if it’s just ‘I could probably figure that out,’ we’ve already got plenty of that internally.”
Where a good hire ends up helping those internal people as they develop experience and expertise, and one that’s not right is worse than none at all.
How do you know if someone is 80-90% there without having the job posting for the profile up, and interviewing candidates who come along?
That still takes a long time if random Senior Engineer X who's looking on LinkedIn is only 10% of the way there for what you'd need for a very specialized role.