> Or should we make this (perhaps justifiably, after their misleading self-presentation) the first time we let someone go for performance reasons?
How is having having good negotiating skills and being well-prepared considered misleading self-representation?
> We probably can't reduce the salary, so more productive devs might also be offended if they become aware of it.
So you're telling me you'd be the first manager in history who noticed someone's lacking in experience before your team members do? I think not. You're also giving away the possible fact that there might be enough of a disparity between the pay of a new hire and a (company) senior that the current employees might get upset.
> they might at some point realize they can't catch up to the level they were hired at without years of dedicated effort and thus quit or "quit internally", making our investment pointless.
How would you know? If you just hired them, you don't know, and obviously your hiring process doesn't work, so, again, you know nothing.
The fact firing is even an option, when you fucked up, and that this situation is even a thing, is telling me you're obviously oblivious to what "culture" you actually have.
Then again...
> It would probably take another 6-12 months of intense training to get them somewhat productive
Have you already spent 6-12 months of intense training on them? Then fire.
How is having having good negotiating skills and being well-prepared considered misleading self-representation?
> We probably can't reduce the salary, so more productive devs might also be offended if they become aware of it.
So you're telling me you'd be the first manager in history who noticed someone's lacking in experience before your team members do? I think not. You're also giving away the possible fact that there might be enough of a disparity between the pay of a new hire and a (company) senior that the current employees might get upset.
> they might at some point realize they can't catch up to the level they were hired at without years of dedicated effort and thus quit or "quit internally", making our investment pointless.
How would you know? If you just hired them, you don't know, and obviously your hiring process doesn't work, so, again, you know nothing.
The fact firing is even an option, when you fucked up, and that this situation is even a thing, is telling me you're obviously oblivious to what "culture" you actually have.
Then again...
> It would probably take another 6-12 months of intense training to get them somewhat productive
Have you already spent 6-12 months of intense training on them? Then fire.