When hiring for startup what are some methods of filtering out older (27+) developers ? During interviewing we had few older developers stubbornly "get through" even though we explicitly made clear that work schedule, salary and risks will be stressful and unsatisfying for their demographic. Then we had no choice to hire them and they unsurprisingly called quits when we refused their request for higher pay. Result was that project almost failed. Now I realize this may not sound very tolerant and inclusive but how to turn down older developers when explicit request (pointed out in vacancy requirements and several times during interviews) does not work ?
Then we had no choice to hire them and they unsurprisingly called quits when we refused their request for higher pay.
Hiring them before discussing pay seems like the problem here, not that they are older.
Hiring them before discussing work schedule seems like the problem, not that they are older.
What kind of company are you where first you hire people and then later discuss the terms of their employment?
I also think you wrongly assume that younger workers will be less likely to quit if higher pay is offered elsewhere.
we had few older developers stubbornly "get through" even though we explicitly made clear that work schedule, salary and risks will be stressful and unsatisfying for their demographic. Then we had no choice to hire them and they unsurprisingly called quits when we refused their request for higher pay.
What this sounds like to me is you are dangling just enough carrot to convince the less experienced, aka more naive people (you call them "younger programmers") that you have a great company to work for. But you are getting some people who don't quite read between the lines to see your company's true colors during the interview process, but who recognize the situation they are in for what it is sooner than you'd prefer (for the "young programmers" I imagine you expect them to take years to figure this out).
So, what I think you could do is be honest during the interview process and say that the company doesn't have sufficient funding to pay market rates, there are no growth prospects any time soon, and so on. This should help the people who do expect fair compensation to self-select out.
If you are asking how to continue tricking the less experienced people into joining your company against their best interest, I don't have any ideas there.
The main reason for leaving seems to be lack of pay increases. An experienced programmer will sometimes take a chance on a job that looks interesting but has low initial pay and a young hiring manager. They hope that when the employer finds out what they can do they will be able to negotiate a more appropriate pay rate.
You need to make it really clear during the interview process that you only ever pay beginner salaries, regardless of productivity or code quality.
That key, and to me surprising, message may be getting lost in talk about "average startup". Experienced programmers can assess risk themselves, based on their actual situation. The one time I joined a start-up, at age 34, between unemployment pay, savings, and investments I could have lived without a job for over a year. Stating the minimum job requirements does not directly tell them that you are never going to pay more for more value delivered.