Comment by majormajor
16 hours ago
>If you need to wait YEARS to hire someone with some specific experience, I can guarantee that you really didn't need that person. You're doing this just to check some specific artificial goal that has little to do with the business.
There's a difference between "critically needing" and "would benefit from."
If you can find the specialist who's done what you're doing before at higher scale and help you avoid a lot of pain, it's awesome. If not, you keep on keeping on. But as long as you don't start spending too much on the search for that candidate, it's best to keep the door open.
So this is not a job that you need to fill, it is a wish you may have and that is mostly impractical. If you really needed that person, you would go find them and pay way more than they're making now or give them something else they want to join immediately.
> So this is not a job that you need to fill,
There is no requirement that every job opening needs to be urgently filled.
You keep repeating this like it means the job opening shouldn't exist at all. Not all job openings are for urgent demands that must be filled right away or not exist at all.
When I was a team lead at a big tech company, any requisition that was not filled at the end of each quarter was cancelled and required a fight to be reinstated. Many job listings became conflicts between:
Option 1) Hire someone sub-standard and deal with either an intense drag on the team while they came up to speed or worst case having to manage them out if they couldn't cut it.
Option 2) Give up the requisition which looked like an admission that we didn't really "need" the position, and also fails to help with senior management and director promotions tied to org size.
This always seemed pathological to me and I would have loved to have the ability to build a team more slowly and intentionally. Don't let all this criticism get to you.