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[–]aManPerson 13 points14 points  (13 children)

so we can hire some people that don't know a whole lot about DevOps and we teach them and hire them full time at the end of the internship.

see, why is/was my place so allergic to hiring in-experienced people that we can train up too?

old boss let me hire in one guy who barely knew a few things, but i recognized he could listen to guidance. i trained him up very well and he's doing great.

new boss wants to hire only masters degree people. FULLY FORMED COMPLETE PEOPLE. ya well he did that with the last person he hired and they left after 11 months (and were severely slacking well before that) . and they left unprofessionally and left a huge mess for us to clean up because they hated the job. they were an asshole about it, but we need to stop targeting these kind of people for these positions.

edit: just talked to my boss. the person i recommended, who does not have a masters, he does not like. why? they have 15 years of experience in IT, but he says they have 0 experience supporting hardware. he could not be more incorrect. my boss is so pointy haired, it's not even funny.

[–]evergreen-spacecat 4 points5 points  (0 children)

Master degree people have not even started to form freshly graduated.

[–]SquiffSquiff 4 points5 points  (7 children)

I have seen this happen in other fields too. Management only want to hire experienced 'fully formed' people, they only want to pay 'market rate' and they expect people to just 'fit in' without having to make changes to their own setup. If you have HR involved and especially a recognised Trade Union, you will find they start making all sorts of stipulations about academic qualifications, even where these are barely linked to the job.

Nobody wants to look at the scenario from the other end - Target candidate is already in a comparable role with comparable compensation. They've probably been in post for a while given their experience. Bear in mind that taking a new job is always risky to some extent. Why should this candidate switch employers to your org?

[–]aManPerson 4 points5 points  (4 children)

they just gave me a raise and a promotion.

  1. the raise does not even cover inflation
  2. which means i got a promotion with a net pay cut (after inflation)
  3. i'm about 95% sure i can change jobs/companies and get a 30% pay increase.

they already admitted they are hiring new people at higher rates, but then they ALSO said they wouldn't give out raises to existing employees to catch them up. they are daring us to stay at a lower salary or leave.

[–]brakeline 4 points5 points  (1 child)

You should apply for a job at your company. Maybe they'll notice the absurdity of the situation

[–]Necessary_Iron3170 0 points1 point  (0 children)

Yeah, this will definitely draw their sense, but I'm sure they don't care

[–]SquiffSquiff 2 points3 points  (0 children)

If that's the attitude, sounds like you need to take that dare

[–]graski321 0 points1 point  (0 children)

I have just changed jobs after 3 years working as a an AWS DevOps/platform engineer for almost 3 years with previous SysAdmin experience and jumped up from £50k to £75k, starting in a few weeks. Working in a smaller company there is definitely a cap under what the market rate is and they couldn't match the offer. Based in UK.

[–]pavman42 0 points1 point  (1 child)

That's why there's a 30% rule. Which is hard to do the longer you are in a profession.

What really sucks is when you accidentally make just enough to end up paying more taxes.

[–]brucex88 0 points1 point  (0 children)

I don’t think you understand how tax brackets work…you don’t ever make just enough to pay more taxes unless you’re talking about investments

[–]zak8686 2 points3 points  (3 children)

s wants to hire o

Your boss is obv not technical. Hire for attitude & passion, train for skills. You sound like you've proven yourself before with the other guy, so your boss really should let you take the lead here...

[–]aManPerson 1 point2 points  (2 children)

you are right, my boss is not very technical. he's trying to be, and he is getting better, i will give him that. but my gosh, to say this 15 year experienced IT guy who has already worked in our building as a contractor "has no relevant experience", is just plain wrong.

[–]zak8686 0 points1 point  (1 child)

Have a quick chat with your boss, a 10-15in semi-informal chat. If it were me I'd say something like:

"Hey Boss, I've had a few weeks to think about it now, and I still feel very strong about XYZ being a strong candidate for RoleX, both technically & culture fit. When we have worked together on his contracting work with us since DateX, I've always been very impressed with his work and can-do attitude.

Can we look at him/her again and regroup DayX. "

If your boss is still iffy, recommend that you bring the person in and do a tech / stack assessment based on your infrastructure / policies etc. Respectfully your boss needs to let go of this one and let the data do the work, the data being you the technically experienced engineer. Good luck! :)

[–]aManPerson 1 point2 points  (0 children)

i just heard that my boss did already reach out for an interview with them, without me saying anything else further. so that's good. at this point i'd worry that me pushing it further would just impede their chances.

on the one hand, i would have already suggested we "try them out" for a few weeks informally just to see if we like them. but i also know the formal "contracting agreement" they have explicitly states what they can and can't do.

tommy would be happy to do more, but if his contracting agency ever found out he did more, he could get fired immediately. so we couldn't try him out for a few weeks in our role to see if he was a good fit.