Parley

I’ve got mixed feelings about prepping people to pass interviews. I’m all for helping someone show up as their best self. Confidence? That’s a win. But for me, there’s an issue: if someone can’t pass an interview on their own, maybe they’re not a fit for the role. Interviews aren’t just a check box exercise - they’re tests. They show you if someone can think under pressure, adapt on the fly, and bring the skills they’ll need every day on the job. Sure, you can coach someone to answer perfectly, but at what cost? They might get hired but find out real quick they’re in over their head. And nobody wins. So, prep them, yes, but only to the extent it’s real, not rehearsed.

How important is industry knowledge when hiring a developer? Our recent poll shows an intriguing split: While 46% believe skills matter more 31% think it's nice to have Just 10% see it as essential. Only 13% find it unimportant. What's your take on this? Share your thoughts below! Stay tuned for next week's poll results report 🤓 (♻ Repost if you found these insights useful & follow Paul H.)

Last weeks poll results are in 🥁 We asked: Do you like working on legacy code? The poll shows developers have mixed views on legacy code: - 12% love it - 37% find it "OK" - 30% would rather avoid it - 21% outright hate it What are your thoughts?

What is the ideal probation period for new hires? The poll results: 56% think 3 months is the sweet spot for a probation period. It’s long enough to see if the fit works, but not too long to drag it out. 27% prefer 6 months, wanting more time to evaluate. Only 14% say 1 month is enough, and 3% don’t think probation is needed at all. Here’s the thing: probation periods typically last 1-6 months. But whatever it is, it has to be in your contract. Keep it clear. Keep it fair. What's your take on this? Share your thoughts below! Stay tuned for next week's poll results report 🤓 (♻ Repost if you found these insights useful & follow Paul H.)

Last weeks poll results are in 🥁 We asked: What’s the most effective way to retain top talent? 45% believe salary increases are key to retaining top talent, but it’s not just about money. 21% value work-life balance more. 25% seek career growth 10% care about company culture. This shows that people want more than just a paycheck. They want purpose, growth, and belonging. Retention isn’t one-size-fits-all. To keep your best people, you need to focus on all of these areas. What are your thoughts?

Finding the right fit is real work. It's targeted outreach. It's not just about sending messages → it’s hours of focus and effort. It takes time. The goal? Cover as much ground as fast as possible. Speed and volume equal results. Partnering with Parley costs 💰 but saves ⏳

Last weeks poll results are in 🥁 We asked: Have you ever received a counteroffer from your employer after announcing you were leaving? The results: 66% of people got a counteroffer, but here’s the kicker: 42% still left. That means money or perks weren't enough to fix the real problem - job satisfaction, career growth, or culture. Only 24% stayed. So, while counteroffers work sometimes, they're not a guaranteed strategy. And with 34% never receiving one, some employers don’t even bother. What are your thoughts?

If you make it to the final stage of the interview process do you assume you will get an offer? The poll results show that: Most people (63%) don't assume they'll get an offer, even after making it to the final interview stage. This suggests that many candidates are aware of the unpredictability of hiring processes. Perhaps due to experiences with being let down after multiple rounds or seeing other strong candidates in the running. On the other hand, 37% of respondents are more optimistic, assuming they’ll receive an offer if they’ve made it that far. This split highlights the uncertainty and varied perspectives candidates have about final-stage interviews. What are your thoughts? (♻ Repost if you found these insights useful & follow Paul H.)

Last weeks poll results are in 🥁 We asked: Have you ever received a counteroffer from your employer after announcing you were leaving? The results: 66% of people got a counteroffer, but here’s the kicker: 42% still left. That means money or perks weren't enough to fix the real problem - job satisfaction, career growth, or culture. Only 24% stayed. So, while counteroffers work sometimes, they're not a guaranteed strategy. And with 34% never receiving one, some employers don’t even bother. What are your thoughts?

Why partner with Parley? 🤝 #PartnerWithParley #PoweredByParley #Hiring