I've been at several places which would have been improved by higher levels of management-directed firings. It's not at all obvious to me that the success rate at Amazon should be expected to be significantly over 85% of hire-to-performing employee. Given that, what should they do with the 15% who don't turn out to be performing employees (for whatever reason that isn't itself protected class membership)?
> I've been at several places which would have been improved by higher levels of management-directed firings.
If management hire the wrong people they will likely fire the wrong people too. In my opinion it is better to keep apparent low performers around since it is so hard to rate programmers in a fair non game-able way. Especially from the managers' viewpoint where they don't work side by side with someone.
Hiring is often based on around 4 hours of interviews, which seems like it necessarily creates an incredibly noisy signal even for the best interviewers and management chain.
