What I have never understood is why don't FANG companies hires local American Programmers/Engineers for trial periods.
Hire them for a few weeks, and fire if necessary. It doesn't take more than a few days to weed out the fakers, and identify the diamond.
I say local because it's cruel to hire a guy from across the country just to be let go.
We all know most degrees, and designations are dubious at best.
Why not try out a bunch of local Americans whom live near the worksite, and keep the best person? (I guess some companies do that with interns, but what I'm proposing is a bit different. The prospective hires will be tested throughly at what they claim they know.
It seems like most younger job applicants would jump at the chance to work for a good company?
I'm not saying don't test them throughly before a temporary hire. Make the test difficult. Testing doesn't cost much with Zoom, and this welcoming technology.
In every job I had the best employee was mainly self-taught, and didn't have a great resume.
It seemed like they worked harder because they didn't have all the spinish behind their name, especially in this relatively new industry.
What I think many here don't understand is from a big tech POV (certainly my experience) Jr swe hires (new grad, L3 at G) barely break even for you, not that much better then interns.
You really only want to hire people who will make it to Sr (L5) in a few years. That is the level where they are fully self sufficient and don't need constant support from someone more Sr.
The perception (that I share) is that most (not all!) boot camp grads that interview as well as new CS grads still have less long term potential to make it to L5. They have done great learning basic programming on their own. Few will go much past that (compared to CS grads).
>What I have never understood is why don't FANG companies hires local American Programmers/Engineers for trial periods.
While many companies, formally or otherwise, have some sort of probationary period, the general understanding is--unless you've really misrepresented your skills and the company probably screwed up the hiring process--you're not going to be let go after a few weeks. (Absent major organizational/financial changes.)
Even for a local job, I would be very unlikely to quit an existing job--or even put interviewing on hold--to take a job with an explicit trial period.
(Now, sure, if I had just graduated from a boot camp or other degree program and didn't have immediate alternatives, maybe.)
Hire them for a few weeks, and fire if necessary. It doesn't take more than a few days to weed out the fakers, and identify the diamond.
I say local because it's cruel to hire a guy from across the country just to be let go.
We all know most degrees, and designations are dubious at best.
Why not try out a bunch of local Americans whom live near the worksite, and keep the best person? (I guess some companies do that with interns, but what I'm proposing is a bit different. The prospective hires will be tested throughly at what they claim they know.
It seems like most younger job applicants would jump at the chance to work for a good company?
I'm not saying don't test them throughly before a temporary hire. Make the test difficult. Testing doesn't cost much with Zoom, and this welcoming technology.
In every job I had the best employee was mainly self-taught, and didn't have a great resume.
It seemed like they worked harder because they didn't have all the spinish behind their name, especially in this relatively new industry.