> When you need someone with actual expertise, you hire them transactionally to solve the problem and keep them on a separate frequency from the usual chicken coup business.
I'm starting to see the pattern too. You hire for "team spirit", i.e., people that are happy to sacrifice their weekends and evenings for the mission of your company.
Old dogs, as I'm starting to become, will rather tell you that you need to work harder on your strategy, work harder on your product, avoid feature creep and sales outflanking. They might also tell you that you need management more than engineering. But enough of inconvenient truth, back to hiring juniors.
Just to make sure I don't offered anyone. A successful org needs both: fresh minds and experience.
I'm starting to see the pattern too. You hire for "team spirit", i.e., people that are happy to sacrifice their weekends and evenings for the mission of your company.
Old dogs, as I'm starting to become, will rather tell you that you need to work harder on your strategy, work harder on your product, avoid feature creep and sales outflanking. They might also tell you that you need management more than engineering. But enough of inconvenient truth, back to hiring juniors.
Just to make sure I don't offered anyone. A successful org needs both: fresh minds and experience.