That's fascinating and excellent to hear. How does management (and everybody else involved) determine that they're a bad team fit vs. a bad hire?
In some cases it might be easy: if the developer has done highly visible, rockstar-level work elsewhere, or if folks on the team have worked with them in the past.
What about other cases, where you have a good engineer with a solid career that hasn't had high-visibility wins? If I was working "in the trenches" alongside such an engineer, I might have a sense of this, or I might not.
Maybe I just haven't worked at a company where this sort of patience is viable. FB and others have effectively infinite amounts of cash. But at the companies where I've worked, there's never been the patience (or cash) required to let 100-250K engineers sort of slowly find their way.
I feel I should reiterate that I'm 100% in favor of this; just kind of amazed it's possible. =)
In some cases it might be easy: if the developer has done highly visible, rockstar-level work elsewhere, or if folks on the team have worked with them in the past.
What about other cases, where you have a good engineer with a solid career that hasn't had high-visibility wins? If I was working "in the trenches" alongside such an engineer, I might have a sense of this, or I might not.
Maybe I just haven't worked at a company where this sort of patience is viable. FB and others have effectively infinite amounts of cash. But at the companies where I've worked, there's never been the patience (or cash) required to let 100-250K engineers sort of slowly find their way.
I feel I should reiterate that I'm 100% in favor of this; just kind of amazed it's possible. =)