Business Executives

Comment

Comment by Steve Drevik on July 31, 2009 at 9:38pm

For some projects, 'power by the hour' is fine, but in some business cases, continuity of staff is an advantage. In our case, we build a software product that has a 10-year product cycle (believe it or not, that's the industry we're in). If my programmers came and went, it would be very difficult to support, the new guy would *always* want to rewrite the product because "the other guy's stuff is crap," etc.

And, IMHO, the only people who will start 1099 and then would go permanent are the bottom of the barrel. The best people either have to be hired away from a full time job (and won't go contract "to try things out") or go contract and *stay* contract (I have one contractor who I'm sure would never 'settle down' now that he's tasted contract work, and he's good at it). There's still that need to fill a position with a good person, who you want to keep in that position, but...?

So far, 'friend of a friend' referrals seem to be the best solution.

Comment by Steve Drevik on July 9, 2009 at 10:30am

Topic2- vetting employees and consultants. We're not specialized HR people, and HR people don't always root out inflated resumes either. The risk to a small business of not getting what you need is higher. Using someone on contract first is a good solution to reduce the risk, but what else can a small biz manager do to avoid hiring the wrong person?

Comment by Steve Drevik on May 20, 2009 at 11:26pm

anybody ever added up the day and night working hours and weekends? I would bet I log 70 to 80 hours a week easy.

Comment by Leonard Knight on August 26, 2008 at 7:49am

Great idea for a group!