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Comment by edabobojr | Hacker News Reader

Would you care to expand on your experiences with this? I keep hearing of people who take this approach, but I've always been skeptical on how well it really works out.

Assume that I have a job. What you would be offering me would be an opportunity to quit my job in return for a temporary job that might or might not convert to full time. During the transition, I will lose my benefits. Your assumption of a pay bump when going permanent also seems to indicate that I wouldn't be compensated for the risk of a permanent position not being offered.

What do you see as the value proposition for an already-employed person in this arrangement?

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Contract to Perm roles are growing in popularity but the point you mention about risking a secure job with no assurance of getting a full time role with your new company is the biggest issue.

The fact is, candidates don't take the risk and rightfully so.

This process, however, works brilliantly with graduates or candidates that are currently unemployed.

Amen, a good portion of my team are recent college grads/unemployed/self taught etc. I realized early on that I'm not Google & I wouldn't be able to realize the value of "top of the line" engineers who everyone else if competing for. So, I try to get the best of whatever's left & try to get best out of them. I'm not worried my "rockstars" are going to jump ship at the next best offer. Like I said in my earlier post, it's like a "dating" realitionship initially. I've found people often are looking for work that they enjoy (including the feeling of community, comfort & being valuable) while covering their basic needs more than a very high paying job that makes them feel like crap. I've even had a couple of defectors from larger companies, just because I'd let them do what they liked and not just what they went to school for. Bottom line, I end up getting way more value from my team vs. my previous hiring model, which was more traditional & in line larger corporations.

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