Now, the problem of finding a good recruiter is substituted for the
problem of finding a good engineer :) The trade-off is good only if
you're planning to hire dozens of engineers, considering monetary costs of
such arrangement. Even better, if you're creating a large org, get a
headhunter on board, and give him stock options - otherwise he has wrong
incentives (i.e. he's better off with job-hopping "upward mobility" type
of guys (the more expensive, the better) when he works for himself, and
you really want smart and trainable staff and don't give a damn about
perfect resume - and he's going to be cost-conscious).
--vadim
On Sun, 9 Nov 2003, Andy Walden wrote:
> Again, as with most things, there tends
> to be two ends to the spectrum.
