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Great in theory, unworkable in practice.

The downside to this will be the negotiated rate, and that is the upside for Stripe.... along with the lower risk hiring outcome they also receive.

When time is not on your side your negotiating ability is severely hampered.

There will always be an imperative for someone in a team to "hurry the paperwork" along faster than someone else because they need the financial security of a job etc etc. So unless the "team" is happy to delegate the entire negotiating process to one person with complete authority this situation will be unavoidable. And let's face it, not many people will blindly put their faith in someone else to negotiate every aspect of their next full time permanent position, including whether or not to accept it and give notice at their current employer.

Money isn't everything of course, but this is a sure-fire approach to limiting your income, thus don't think there will be many takers.

As someone else said in the comments here, the more practical alternative that actually does work is called consulting.




> Great in theory, unworkable in practice.

In advertising agencies it's not unheard of to hire creative teams (for example an art director + copywriter duo) who are used to working together. In fact where I work most hires and departures in the creative departament in the past few years were in teams of two or three people.


At the advertising agencies I'll bet the senior person is hired, then they bring along their support team.

I've never seen this sort of collective bargaining work in action for the reasons I outlined originally.


Not to mention: If you believe you have the skills necessary to pass an interview at Stripe individually, there's only down-side risk to doing a team interview. Therefore only people who do not believe they are lock-ins individually will choose this option. End result: Only teams of mediocre or less-confident employees will use it.


> less-confident employees will use it.

Given that the Dunning-Kruger effect has two parts (incompetent people overestimate themselves AND competent people underestimate themselves) this looks like a plus: You get a chance to hire people which are competent but aren't confident in their own competence and wouldn't apply if not for the team.


Not necessarily true. If you're part of a team you really like, being able to guarantee that you can work with people you like at a new job is a pretty big upside. And if you're really good and are confident in your interviewing skills, then you can afford for the team interview to not work out, because you can probably find just as good a job somewhere else (or reapply as an individual).


That's fine, money isn't everything. But this is definitely not the strategy to employ if money is high on your priority list.




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