You are absolutely correct. This discussion is pointless. When you have a 10k org you cannot allow ad-hoc methods because there are unscrupulous actors: people will sell the job, there will be nepotism, and discrimination.
Hiring at scale with some bar of quality needs industrial processes. That's a real constraint of the system.
Any alpha gets ruthlessly optimized away. Referrals? Now sold for split. GitHub Open Source? Now produced for cash or undifferentiated slop.
People who don't run large orgs don't get this. But also many people who run small orgs don't get this: you don't need to run large org machinery for small orgs. Part of the advantage is agility. Part of the advantage is that everyone is still on the same page and that it's obvious when they're not.
So big orgs have no choice. Small orgs have no need.
> Hiring at scale with some bar of quality needs industrial processes.
Sounds kinda logical, but is it really?
It's not like BigCorp only has one guy doing the interviewing for 100's of positions. You're interviewing for a job on a team regardless of company size, and presumably what matters to them is whether you are a good fit for the need they have on their team, not whether you pass some industrial scale screening test.
Hiring at scale with some bar of quality needs industrial processes. That's a real constraint of the system.
Any alpha gets ruthlessly optimized away. Referrals? Now sold for split. GitHub Open Source? Now produced for cash or undifferentiated slop.
People who don't run large orgs don't get this. But also many people who run small orgs don't get this: you don't need to run large org machinery for small orgs. Part of the advantage is agility. Part of the advantage is that everyone is still on the same page and that it's obvious when they're not.
So big orgs have no choice. Small orgs have no need.
reply