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Given a situation where there were already plenty of employees at the level needed to handle a workload, I’d absolutely hire on potential and plan to grow people. From what I’ve seen though it feels like most places hire because they need skill now. Still broken, but deeper.
Seems like a game where you lose today (with growth too slow for the runway) or lose worse tomorrow (by building up a noncohesive & stagnant staff)...? If you're in charge of hiring & have to play this game, you might *want* a low-res process that introduces plausible deniability
That’s true, but while I’ve never been in charge of hiring I’ve seen it plenty of times. Companies will hire for a skill level then be left with their hands tied when experience leaves. I’d chose potential every time but businesses apparently disagree or do t find it easy to do.
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Tech interviews are just actually scary
