throwaway95837

You don't have to be at the top of a silicon valley company to have a successful tech career. I wouldn't want that for myself. Too high stress, not enough free time. I think that people that rise into those roles truly enjoy the stress and challenges of such a position, and good for them, but it's not something I'd ever want for myself.

Actually the business mostly runs itself and I usually spend only about 2 hours a week on it. The business has a healthy profit margin so I can afford to over hire and build in redundancies so that even if one person is out sick for a few days, the other person picks up the slack without me having to do anything. Unlike many other companies who overwork their employees, I try to make sure that every employee can easily finish everything by 5pm. Otherwise things build up, problems arise, things don't get done, and I'd have to step in, which I don't want to do.

Read carefully. "using this hiring strategy has produced a 100% employee retention rate."

Those who left were hired at an earlier time when I thought hiring the top tier Ivy Leaguers was the way to go.

If only I had taken the advice in life I dismissed so quickly out of disbelief, just like you're doing now, I'd be where I am so much faster.

I used to be surprised but after witnessing this many times it doesn't surprise me anymore.

I am based in new york but not currently hiring

Tech skills are only one dimension of a multidimensional process that employers like me use to make decisions. I am here to offer contrarian advice that might be helpful to someone early in his career who might be a great programmer but may also be dismayed because he thinks the only path to a successful tech career is devoting your life to your job or going to an ivy league school and I am here to say that is not the case.

I am 100% owner of an internet company making 7 figure profits annually. I am extremely secretive of my business, almost to the point that some would consider a pathology. However, I will divulge my hiring strategy, because even if everyone uses my method, there will still be many employees for me to choose from.

I look to hire people who just need a job. People who are qualified, but not overly qualified. People I know will depend on the job for a long time, but not looking to make it their lives. Hard workers - getting there on time, but also leaving at the stroke of 5. Ivy league schools are a red flag. Huge resumes are a red flag. These people will constantly question whether every decision is optimal, prod incessantly at company strategy, continuously try to impress, and are always hungry for praise, recognition, and "interesting work." When they get bored after 6 months, they quit and go somewhere else (remember they can easily do so because of their pedigrees), often to a competitor, bringing company secrets with them.

I need someone loyal, who knows how to take orders without question, and is prepared to do the work that needs to be done day in and day out because they want the paycheck. Reading the above, you might think I'm a terribly demanding boss, but using this hiring strategy has produced a 100% employee retention rate and by all accounts we are all quite happy.