After my last post on choosing between a start-up and an established company, I talked to a few people about my decision in a bit more depth. There are clearly a lot more factors that go into picking a job, including scope of influence, the people you'll be working with, career growth opportunities, the particular domain you'll be working in, etc. But for me, the deciding factor turned out to be a simple one: how excited the company and the team was to get me on board and work with me.
I understand the economy is tough. I understand that there are more great candidates vying for fewer positions. I understand that the hiring managers have the upper hand these days. But even taking all that into account, when you find someone you really like, you still need to recruit them. You need to get them excited about joining your company. You need to convince them that this job is by far the best option among all the others out there.
I interviewed at many companies where, after the interview I was on the fence about them. There were pros and cons and no clear yes or no. In this situation, how a company reacts to me has a major role in helping me decide. When those companies come back with responses like "we're interested, but we still want to interview a few more candidates" or "would you mind starting off as a contractor with the option to convert to a full-time hire?", it speaks volumes. It says they don't really want to commit to me.
When I was at Microsoft, the hiring process was pretty simple. At the end of the day, either the candidate was a "hire", or they were a "no hire". There was no "maybe" or "hire, but for another team" or "let's try them out as a contractor first". All of those responses = "no hire". Either the candidate is an emphatic "hire", or they're not. I guess that's why when I hear these sort of wishy-washy statements, I immediately hear "no hire". And I move on.
But the company I took the offer with was clearly excited about me. I went in really tentative about joining a massive enterprise company. But they really made me feel comfortable and won me over. They called me to check in. They sent me a gift basket. They followed up with me. And that makes a difference. And that, for me, was the deciding factor.
I understand the economy is tough. I understand that there are more great candidates vying for fewer positions. I understand that the hiring managers have the upper hand these days. But even taking all that into account, when you find someone you really like, you still need to recruit them. You need to get them excited about joining your company. You need to convince them that this job is by far the best option among all the others out there.
I interviewed at many companies where, after the interview I was on the fence about them. There were pros and cons and no clear yes or no. In this situation, how a company reacts to me has a major role in helping me decide. When those companies come back with responses like "we're interested, but we still want to interview a few more candidates" or "would you mind starting off as a contractor with the option to convert to a full-time hire?", it speaks volumes. It says they don't really want to commit to me.
When I was at Microsoft, the hiring process was pretty simple. At the end of the day, either the candidate was a "hire", or they were a "no hire". There was no "maybe" or "hire, but for another team" or "let's try them out as a contractor first". All of those responses = "no hire". Either the candidate is an emphatic "hire", or they're not. I guess that's why when I hear these sort of wishy-washy statements, I immediately hear "no hire". And I move on.
But the company I took the offer with was clearly excited about me. I went in really tentative about joining a massive enterprise company. But they really made me feel comfortable and won me over. They called me to check in. They sent me a gift basket. They followed up with me. And that makes a difference. And that, for me, was the deciding factor.
You're right, Dave.
Join the one you felt excited. That normally is the motivation to keep people working and happy in a company. If you don't feel cool, your users will not definitely feel so too.
It's true the economy is tough. But if you really need money, there're ways to get money. Don't choose a company you felt uncomfortable or not exciting about it. Otherwise, you'll feel unhappy soon once you've joined them.
Posted by: Danny Lin | April 13, 2009 at 11:46 PM