> Slow to hire, slow to fire is the only sustainable way to run a company.
I disagree. Expanding the range of positives to decrease false negatives does not mean that the goal is "increase developer churn". Many startups seem to be so petrified of hiring the wrong person that they miss out on a lot of people that would be good enough or even great. And being "slow to hire" is not a free option. The constant interviewing is a drain on current resources' time and energy. It's a constant distraction. And the longer you wait for the "perfect" person (who you never find) that's time that you're not getting shit done because you're understaffed. There's a balance, and too many companies are paralyzed with indecision, leading to a default "no hire" if someone isn't perfect. This is just arguing for a reasonable recalibration of standards.
I disagree. Expanding the range of positives to decrease false negatives does not mean that the goal is "increase developer churn". Many startups seem to be so petrified of hiring the wrong person that they miss out on a lot of people that would be good enough or even great. And being "slow to hire" is not a free option. The constant interviewing is a drain on current resources' time and energy. It's a constant distraction. And the longer you wait for the "perfect" person (who you never find) that's time that you're not getting shit done because you're understaffed. There's a balance, and too many companies are paralyzed with indecision, leading to a default "no hire" if someone isn't perfect. This is just arguing for a reasonable recalibration of standards.