Bro, Regarding your Sulabh complex example, I am rotfl. Also, our company is wasting way too much money on overhead departments. Not enough diligence is done when hiring - poor interview process, laziness and trusting whatever the interviewee says has led to many issues. US finance is terribly overstaffed. It’s also staffed with people who have titles but no relevant experience. One recent hiring that's a huge disappointment is a Director level resource in Revenue Accounting. This person has not handled US GAAP revenue recognition at the level required for this role and should have either not been hired or should have been taken at an entry level. Because the person concerned is inexperienced and unable to guide and deliver, we are now forced to hire both a Manager and Senior Financial Analyst with Revenue Recognition experience so we get some meaningful expertise required for this role and gradually phase out this person. It would have made sense to recruit someone from a listed company with credible revenue accounting experience in US GAAP. There are incompetent people in other F&A teams also. Is anyone going to question why we are hiring so heavily in Accounting and not do enough hard work to assess capability of individuals during interviews?
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Yes. The expectation is the Director level resources will have at least 10 year of experience in US GAAP product revenue recognition and controllership function from a well recognized accounting firm/US based company. But that expertise is lacking; due to poor unstructured and hurried hiring process a thorough technical assessment has not been done. The person should have ideally been hired in the sr. financial analyst role. So we are paying a director level salary to a sr. fa profile to help that person learn on the job at company's expense at a high compensation. This is totally unfair to the people who spent many years in metricstream. What's the logic behind hiring someone from outside without relevant experience and paying a huge salary at the cost of people who were loyal to you for decades? Do you see such discrepancy in the engineering and sales side also?
Just read this one. So what was finally decided?
Yes. I agree with this statement. We need a capable hand with real revenue recognition experience. We should have hired differently. This is a hiring mistake and hence the team is not getting direction.
So what would our company do next if there's a candidate job misfit?
That is the minimum qualification to work in MetricStream US office. You want to list people names with same category? People are sustaining with management support.