> What has been driving me to startups is the fact that creating a profitable business has no place for hacks.
Not sure that's true. Marketing is a hack, for one. If you have the best product but nobody knows about it, it's no use.
More generally, there's a reason that the tech career ladder is hackable: performance reviews are both important and also too expensive to do right. If you want a real evaluation of what I've done over the past year, what you really need is someone following me 40 hours a week, noting how I contributed (positively or negatively) at small meetings, keeping track of whether my projects are late because I helped someone with something truly important or I spent my time on HN, etc. But you can't assign one reviewer per employee, so you make an approximate process where employees self-report what they did and managers report the fraction they've seen. You also can't get rid of the process, because a simple profit motive demands you incentivize employees for actually delivering business value. So you have a process that's vulnerable to exploits like flashy launches that will wither in a year.
If you as a business owner aren't evaluating your employees, you won't be profitable. If you're watching each moment of your employees, you're wasting time. If you spend your time developing a fairer review process, you're not working on your actual business. If you don't hire employees and just put yourself out there in the market, your customers certainly aren't evaluating you fairly. (And of course your employees and potential hires are evaluating you on partial data, and it's in your interest to hire and retain good employees.) So whatever you do, it's hackable, and if you don't play the game you'll forfeit it.
Not sure that's true. Marketing is a hack, for one. If you have the best product but nobody knows about it, it's no use.
More generally, there's a reason that the tech career ladder is hackable: performance reviews are both important and also too expensive to do right. If you want a real evaluation of what I've done over the past year, what you really need is someone following me 40 hours a week, noting how I contributed (positively or negatively) at small meetings, keeping track of whether my projects are late because I helped someone with something truly important or I spent my time on HN, etc. But you can't assign one reviewer per employee, so you make an approximate process where employees self-report what they did and managers report the fraction they've seen. You also can't get rid of the process, because a simple profit motive demands you incentivize employees for actually delivering business value. So you have a process that's vulnerable to exploits like flashy launches that will wither in a year.
If you as a business owner aren't evaluating your employees, you won't be profitable. If you're watching each moment of your employees, you're wasting time. If you spend your time developing a fairer review process, you're not working on your actual business. If you don't hire employees and just put yourself out there in the market, your customers certainly aren't evaluating you fairly. (And of course your employees and potential hires are evaluating you on partial data, and it's in your interest to hire and retain good employees.) So whatever you do, it's hackable, and if you don't play the game you'll forfeit it.