An honest question I don't think is being asked in technical interviews
The risk vs reward is often biased by the perception of trust.
Trust has been known to be established by the 1:5 ratio. The "for every 1 bad event there must be 5 good events to maintain a relationship".
For an employee, the burden of prof to establish and maintain trust is often placed on the employee themself.
That often looks like:
* During the interview it is mostly the employee that is called into question. (references, code challenges, soft skills, ect)
* After the interview the employee is often quantified via some scale that rarely equates to quality or productivity. (scrum, agile, kanban)
These are generalizations, I would agree.
This may not be the whole story and we all should keep an open mind when asking critical questions of each other.
With that last statement in mind.
How often is it that the company's trust is called in to question?
* During an interview, who asks the question? * "How does management hold themselves accountable for failure?"
After the interview how is that ever seen or measured?
You may take offense to these statements, but you should also keep in mind that is a truth I'm sure for many more than not.
I hope this helps open your mind to question the status quo in our current industry.
Also ask the question: "How many people do you think are being held accountable for someone else's failed trust"
If you are not working on your life's goal, then you are working on someone else's.
Another example that may come up. If someone's gap in employment history comes up, than I think it's fair to ask how many employees has the company let go.
In other words, how many gaps have they contributed to?
What all this seems to boil down to is that trust can also be broken.
Just like communication is hard, so is expressing intent.
From my perspective as an employee, this industry is unhealthy for human health.
Far too often have I had my livelihood uprooted by failed trust that no more than one year is the joke and also the standard.