Outside the box..

Hi Folks, Want to understand what makes you stay at a startup vs shop around in other companies or leave after 6months- an year? Please tell things other than initial compensation because you can always find someone paying more. Assume a market standard here.

Hello everyone, I recently started my company and now want to hire actual people in the IT space. As other fellow humans, how'd you like the interview process to be for engineering roles? I don't want to follow the crazy white board algorithm norms, I need the job to get done, idc if you google or use ChatGPT as long as you understand the problem and the solution. Please share your inputs!

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer What’s your first thought? Is this justified? 90% of orgs will label them as opportunistic, money hungry & capital centric. But let’s get brutally honest here: Is the talent wrong to ask for more? We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. Isn’t that exactly what we teach about knowing your value and not settling? Are we really being fair when we default to calling them greedy? How many of you would really go back to hard, clear benchmarking and justify why this ask is justified? How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"? Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case. {continued in comments}

I once interviewed for an internship at this startup that made stuff for pets. I had researched the company inside and out. I wore this funky shirt with a bird pattern to fit in 'context'. Turns out, the CEO was wearing the exact. same. shirt. We both just froze for a second, then she started laughing and said, "Okay, you've got the right vibe for this place!" Weirdly enough, accidentally matching outfits with the boss helped me get the internship. I guess sometimes the most awkward moments can actually work in your favour!

Job posting: Budget 20L to 2.5CR Translation: Isko laga daala to life jhingi lala... Also goes on to say (on behalf of the Hiring Manager & Recruiter duo).. 1/ I am here to buy a car but am super okay with you selling me crocs 2/ I want to go on a world tour but don't mind getting stuck at Silk Board 3/ I am okay to hire an intern but don't mind hiring a CXO 4/ We just had our brains removed. We are still adjusting to this body Also I am thinking - you could have as well started at 2 Rs and gone to 2500 Crore - I so so so... want to see the interview process - Who are these 78 folks who applied.. - Onboarding kit possibilities range from Vim Bar to Gold Bar - and ... Delhi mein hiring kuch alag hota hai kya??

Majority of them will scream these at the top of their lungs - How candidates are taking their offers and not joining after notice period - The unrealistic expectations of candidates - The mismatch between resumes and actual skills but they will never talk about: - How they did not honor the offers they made. They won't discuss the internal discussions that led to the decision to rescind the offer, nor they will acknowledge the impact it had on the candidate's career and mental health nor will they apologize publically for the harm caused - The 10 rounds of interviews they need to check all of the "I NEED" boxes - How they operate at will and won't explain why they leave candidates guessing about the status, progress or outcome of their application - Lowballing offers then "magically" finding the budget they always had after negotiations - How they look down on anyone who comes back for counteroffer: Because insulting someone's worth twice is clearly the answer. They wont talk about talent density, candidate experience - clearly they don't understand that. and Culture .. What's that?

The current startup tech employees and founders are filled with so much junkies who do not care about the product at all. The culture is set when the startup is founded,when the first set of employees arrive. These folks are some of the most driven and talented and that's fine, it's how it should be. But the problem begins when these folks do not find their own hiring strategy and copy the hiring strategy of other companies. Instead of analysing what works best for them they justify their hiring means by saying this is what other have done. The result is you get a bunch of leetcode warriors who are always wanting to jump ships when given opportunity, never forming deep knowledge about their industry and their product. I work in one of the legacy tech companies, sure we do not hire the best people but we nurture them and that earns loyalty and long careers in our company. Even the employees have a very 360 degree view wrt product. We always deeply care about our product. Tbh I love seeing the stupidity of the market and it makes me happy that more confident that these people are wrong and always will be. Even the Indian startups are unoriginal and copied from the west then how do you expect the hiring to be unique. We are all living in the circus where jokers are supporting each other in making the circus bigger.

I thought this shiz was like zodiac signs for the literates.

Which are the most innovative companies to work with in india. I'm okay to put in extra hours if the company has the right mission and vision.