I don’t know if it’s exclusive to Silicon Valley or a pandemic of American companies, but the style of hiring on contract-to-hire bases runs rampant. What’s even more prevalent is the [empty] promise of conversion to full time employment. I’ve been a sucker for this bait and switch a couple of times lately.
I just left a company for this reason. The recruiter who placed me in this last role, in true salesperson form, asserted that my conversion to full time status would take no longer than 30 days. After 60 days of employment, I inquired of my status with the VP of HR. Instead of converting me, she decided to hire a personal friend, who happens to be a dinosaur in the workforce. For example, he doesn’t know how to set up conference calls, nor can he figure out the online document preparation tool used by the company (DocuSign). This geezer claimed the headcount spot that should have been allocated for me. The VP’s reasoning was a need for an internal recruiter. What kills me is that the geezer’s salary doubled mine. Wouldn’t I have been a more fiscally conscious hire? Naturally, I was furious with this decision.
The cherry on the sundae was learning that the VP has requested a personal meditation room for the office, complete with décor and furniture. I suppose the budget for this addition is less than the one required to put me on the payroll, but it still shows that her priorities are way off. I’ve since accepted a full time offer from another company, so I say good riddance to her and her meditation room.
The lesson? Don’t settle for a promise. Stay firm with your expectations from a job offer, and get everything in writing.