Timeline for Dealing with manager that has high turnover but great reviews from departing engineers
Current License: CC BY-SA 4.0
7 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Aug 9, 2022 at 0:31 | comment | added | Alex Jones | @rtaft Not sure I follow your logic, at no point is it implied that the candidates are unqualified, only that they become overqualified (and thus underpaid) by the end of the 18 months. And we're not talking about who believes they are underpaid; these engineers were able to find higher paying jobs elsewhere, so they objectively were unpaid here. | |
| Aug 8, 2022 at 21:58 | comment | added | rtaft | @AlexJones Then the answer is simple, stop hiring unqualified candidates. 77% of people believe they are underpaid... | |
| Aug 8, 2022 at 21:15 | comment | added | Alex Jones | @rtaft It seems like they weren't underpaid when they started, but after going through whatever training, certification, mentorship, etc. that Bradley has them doing, their value goes up while their compensation does not. Hence, after 18 months, they become underpaid. | |
| Aug 8, 2022 at 21:07 | comment | added | Ángel | @rtaft nobody says they are so underpaid. Just that other companies are willing to pay for them (significantly) more. Another possibility is that they are underpaid, but were willing to take the job because the company provides great training, compensating the low pay. | |
| Aug 8, 2022 at 20:03 | comment | added | rtaft | It's amazing that 18 months after accepting a job and the salary, they are so underpaid that they leave because of it. If they are so underpaid, why did they take the job? | |
| S Aug 8, 2022 at 14:54 | review | First answers | |||
| Aug 8, 2022 at 16:02 | |||||
| S Aug 8, 2022 at 14:54 | history | answered | Alex Jones | CC BY-SA 4.0 |