I'm not sure what "extreme opportunity costs" are in this context. If you're referring to onboarding time, that would be the same whether you hire someone with an demonstrated open source pedigree or you hire someone straight from Stanford.
>If you're referring to onboarding time, that would be the same whether you hire someone with an demonstrated open source pedigree or you hire someone straight from Stanford.
No, I'm referring to the extreme restructuring and HR effort required to ensure you don't lose any such candidate.
