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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Hire slow, fire fast.[/quote]

The new new model is hire to fire.

I hire after a single interview. We have 90 days in probation I can let go for no  reason no write up. Benefits don’t start till 30 days so if I off you quick enough not even on medical plan.

We would get zero new hires if we dragged it out.

Some of the sketchy resumes work out great and at a lower cost.

[/quote]

Hire to fire is when you have stack ranking, you hire to fill the queue for people to cut “the bottom 10%” so your bros in your team are protected. It’s not a probationary hiring scheme like you describe, where some people can make the cut (which is not unreasonable as long as you are fair in evaluating them once on the job) [/quote]

You don’t evaluate in probation. Makes it tough to sue. Plus in my model for staff I am playing moneyball. 100 percent of candidates are foreign born, holes in resume, overweight women, older, you fresh out of school, graduated third rate schools, gaps in resume. I get winners around 60-70 percent of time. Churn and burn.

After 2-3 years they usually move on and we rinse and repeat. A few stay forever. I have no promotion to give them most cases.

My last company we had 40 percent turnover. Which was fine

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