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Tech Tim (@TechTim42)
Tech Tim (@TechTim42)

Posted on • Originally published at tim.bai.uno

A Problematic Talent Hiring Cycle in Many Fast Growing Companies

interview in office

I wrote this long long ago even before all the tech giant started to lay off. About Hiring Process in many fast growing tech companies I noticed, many talented people left, and the whole company gets hurt, even the business is still running, but the HURT is obvious, especially for the business future.

A fast growing company / (or the boss of a fast growing team) wants to hire more people to make team bigger, so for hiring new people fast, they might offer bigger amount of salary than what existing employees have.

awful hiring progress in many small fast start-ups

This is a real cycle for many startups, especially for a country like NZ, in a market it doesn't have a big amount of IT professionals.

How to solve the problem, break the awful hiring cycle

  • Give more trust for engineers, let them make tech decisions, let them play around new tech stacks, let them always have higher pay than new employees
  • Hire engineer managers who have a real tech background
  • Pay attention to the hiring process, review and change it every quarter
  • Always give more pay raise for good talented engineers, if not, at least give them position promotion in title.
  • Matching engineers salary to either market value or new engineers' if the market gets crazy.

In sum

The key point to keep business healthy is to keep talents stay, the employer supposed to care more the existing talents with full of domain knowledge and company practice, rather than pay more to attract new employees.

a person get fired and stressed

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Molly Grant

For myself, I solved this problem by starting to use the hiring platform. My business partner advised me ibench ibench.net/ and now I hire employees only there