> YMMV, but it's actually quite difficult to get a PIP in many tech companies
Generally, the more the company practices “hire fast, fire fast” the easier and more common it will be to PIP people.
The companies with 4+ stage interviews and entire departments devoted to recruiting and candidate evaluation tend to not have as many PIPs because they’ve studied their interviewing processes and prevented most of the underperformers from getting hired in the first place.
The most quick-to-fire company I ever worked for had barely a 1-hour interview process. They’d hire anyone who seemed remotely qualified and then they’d fire everyone who didn’t work out. It was terrible and now I’m actually suspicious of companies that don’t do much technical screening for applicants.
How do extended interviews root out people that are going to later go through some kind of major personal issue or have burnout or have a lack of motivation?
Lack of motivation and burnout maybe could be somewhat sussed out in an interview if it was obvious, but the people that I've been around that's happened to (and myself at one point in my career) were completely fine, but I'm skeptical of any interviewer that says they can reliably fish that out.
Generally, the more the company practices “hire fast, fire fast” the easier and more common it will be to PIP people.
The companies with 4+ stage interviews and entire departments devoted to recruiting and candidate evaluation tend to not have as many PIPs because they’ve studied their interviewing processes and prevented most of the underperformers from getting hired in the first place.
The most quick-to-fire company I ever worked for had barely a 1-hour interview process. They’d hire anyone who seemed remotely qualified and then they’d fire everyone who didn’t work out. It was terrible and now I’m actually suspicious of companies that don’t do much technical screening for applicants.