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patio11's profile
Patrick McKenzie
Patrick McKenzie
Patrick McKenzie
@patio11

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Patrick McKenzie

@patio11

I work for the Internet, at @stripe, mostly on accelerating startups. Opinions here are my own.

東京都 Tokyo
kalzumeus.com
Joined February 2009

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    1. Avdi Grimm‏ @avdi 1 Nov 2019
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      The weirdest thing about getting back into the job-search game is how it's treated like deciding on a marriage, even though you can quit at any time or be fired at any time. Like you could just contract with me for two months and answer all these what-ifs AND we'd get work done.

      11 replies 15 retweets 122 likes
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    2. Jay Harris‏ @jayharris 1 Nov 2019
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      Replying to @avdi

      Yeah. It’s strange that deciding on a $250,000 project contract takes considerably less time than on a $100,000 salaried employee.

      1 reply 0 retweets 8 likes
      Patrick McKenzie‏ @patio11 1 Nov 2019
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      Replying to @jayharris @avdi

      If you cancel the project on that $100k employee, and you're doing it the way BigCo is going to do it, you're out about ~$200k. (They cost ~$150k a year all-in, you've got hiring + training expense you can't recoup, and you can't possibly manage them out in less than 6 months.)

      8:07 AM - 1 Nov 2019
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      • J. Jeff Dickey vaibhav sagar Doug Stull Brian who survived a powerline im only 5'3
      5 replies 1 retweet 6 likes
        1. Jay Harris‏ @jayharris 1 Nov 2019
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          Replying to @patio11 @avdi

          I disagree. There is rarely severance, so the $100k is already paid out in exchange for past work and is not a loss. Sure, there is expense in hiring and training, but much of the hiring expense is in the overwhelming decision process and could be reduced.

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        2. Jay Harris‏ @jayharris 1 Nov 2019
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          Replying to @patio11 @avdi

          Also, this is focused on a bad hire, which is eliminated near term, not three years after on-boarding when they are already a productive cornerstone. Costs are very different from replacing a bad hire vs. replacing a long-standing, productive, valued team member.

          1 reply 0 retweets 1 like
        3. Jay Harris‏ @jayharris 1 Nov 2019
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          Replying to @jayharris @patio11 @avdi

          For replacing a valued member, absolutely. Loss of any valued member, not just senior staff, brings a mental weight that is tough to put a price on. My hope is that employers don’t try and replace Angela the Unequalled Contributor; just find someone with energy and move forward.

          0 replies 0 retweets 1 like
        4. End of conversation
        1. Scott Meade‏ @smeade 1 Nov 2019
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          Replying to @patio11 @jayharris @avdi

          @advi isn't saying hire willy-nilly. Hire smartly for today's work. Just don't put so much weight on finding a partner for life. If it doesn't work out for tomorrow's work, you still get the value of the contributions during their tenure while avoiding pre-hire match-games.

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        2. Scott Meade‏ @smeade 1 Nov 2019
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          Replying to @patio11 @jayharris @avdi

          " you can't possibly manage them out in less than 6 months" <- This part could be the tricky BigCo part, I agree.

          1 reply 0 retweets 0 likes
        3. Scott Meade‏ @smeade 1 Nov 2019
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          Replying to @smeade @patio11 and

          Which is why contract-to-hire is a great option. Try the relationship first and either way - if it works out or doesn't: work got done and everyone knows more about each other.

          0 replies 0 retweets 0 likes
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        1. Scott Meade‏ @smeade 1 Nov 2019
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          Replying to @patio11 @jayharris @avdi

          Another of the reasons more BigCos outsource things. It is easier to not renew a contract than to let an employee go. Even though at-will employment is supposed to make it easy for either the company or the employee to simply quit their relationship without any (illegal) cause.

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