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Wondering why Amazon SDMs are sending so many messages for open positions. Do they get pipped if they don't meet hiring targets? Or are they just looking for hire-to-fire scapegoats so that they don't lose their current engineers.
Amazon managers will hire their son/son-in-law just to fire them
external "hire to fire" is a myth, fight me. hiring managers have only very indirect control of whom they hire, they would have to basically conspire with a bar raiser and BRs are normally selected from a pool and assigned by recruiters, so they would have to conspire with a BR and recruiter, in practice. and even then, hiring takes so fucking long that there's NO reason to intentionally hire to fire, in this talent shortage it's better to take what you can get and try to use it to deliver. the fact is that a LOT of teams just fucking suck at onboarding people, and a LOT of candidates slip by interviews by preparing and LCing and then actually suck at the job. nobody wants to spend the effort of hiring intentionally someone with no chance to succeed. SDMs are desperate to hire because we can't get shit done with unfilled headcount and we're not filling headcount because everybody knows amazon is a horrible employer and we don't pay people enough to put up with our bullshit.
Idk about your first part. They don’t have to conspire with the BR or recruiter at all. It’s not like external hires consistently beat existing devs - that 50% above coworkers at that level is a BS metric that doesn’t actually get applied in interviews. There could just be management hiring with no intention on setting up the new dev to succeed, or playing favorites with existing devs. Or to give them some shit tasks because nobody else on the team has time to do it, and those devs end up not making a lot of impact. But I do agree that it’s different than hiring to fire.
They're hiring any warm body they can. If that person turns out to be good, they won the lottery. If not, they'll be sacrificed to the URA quota in a year. Also a managerial LP win. So it's not technically "hire to fire" as there is a chance for the new hire to succeed, but no incentive for anything except to get the most out of that person without regard to their well-being. Sink or swim, it doesn't matter.
SDMs get piped when their team is not delivering on their objectives, and it’s kind of hard to deliver when you have a bunch of open roles to fill