> Most BRs aren’t you. Most BRs are wet noodles and will just go along with whatever the HM wants to do.
Citation needed.
> 2) hire someone mediocre that’s just good enough to pass the loop, don’t spend any time onboarding them, fire them, and keep your tenured team members
You are clearly not a manager at Amazon and have no clue.
We throw people in the deep end. That, if anything, is our flaw.
Once again, if you are hiring its because you have head count. If you have head count it's for a goal. If you don't meet your goals, it's you who winds up as URA.
The best thing you can do for your team is ship your shit and get your top people promoted.
The way to do that is not waste a viable engineer on your team with a revolving door of mercy kills while you waste literally hours every week recruiting and interviewing folks you don't intend to keep.
The whole premise is so ridiculous, I can only shake my head.
Citation needed.
> 2) hire someone mediocre that’s just good enough to pass the loop, don’t spend any time onboarding them, fire them, and keep your tenured team members
You are clearly not a manager at Amazon and have no clue.
We throw people in the deep end. That, if anything, is our flaw.
Once again, if you are hiring its because you have head count. If you have head count it's for a goal. If you don't meet your goals, it's you who winds up as URA.
The best thing you can do for your team is ship your shit and get your top people promoted.
The way to do that is not waste a viable engineer on your team with a revolving door of mercy kills while you waste literally hours every week recruiting and interviewing folks you don't intend to keep.
The whole premise is so ridiculous, I can only shake my head.
Amazon has plenty of problems.
This isn't one of them.