I’m waiting for recruitment departments for big companies to learn about moneyball.
Currently the approach is “well we lost someone with 10 years of experience _at our company_ I guess we’ll replace them with some with 10 years of experience elsewhere. Problem solved!”
But really, to bring the moneyball analogy, the guy who left was hitting .380, while the guy you brought in will maybe be a .300 hitter a few years from now once he ramps up closer to the level of the .380 hitter.
So what recruitment should be doing is figuring out how many individual people they actually need to bring in to replace their .380 hitter. That calculation should also inform how much they’re will to incentivize the .380 hitter to stay.
Bill James’ stuff works in baseball because there is a very detailed kpi record for every player. Not so much for most devs who’s not super involved in open source
Currently the approach is “well we lost someone with 10 years of experience _at our company_ I guess we’ll replace them with some with 10 years of experience elsewhere. Problem solved!”
But really, to bring the moneyball analogy, the guy who left was hitting .380, while the guy you brought in will maybe be a .300 hitter a few years from now once he ramps up closer to the level of the .380 hitter.
So what recruitment should be doing is figuring out how many individual people they actually need to bring in to replace their .380 hitter. That calculation should also inform how much they’re will to incentivize the .380 hitter to stay.
Thank you for bearing with my drawn-out analogy!