This article was brought to my attention. As CEO of Primaseller it is my job to explain the company’s perspective.
Edit: You seem to have removed naming Primaseller from your article which was there originally when this response was written.
We have taken referral checks very seriously and more so now than before. When we received a referral check call we were asked several questions including hard work, technical ability and cultural fit.
Now, if you remember, when you resigned, you mentioned “I don’t feel connected to the team” and clearly indicated that you do not find a cultural fit in our team. This was a surprise to us despite 3 one-on-ones in quarterly reviews with you before where we kept asking you if you had any feedback and beyond talking about “Not enough team events outside of office” you never had any other complaints or issues. So the resignation and the reason seemed shocking to us- at which point we realized that it was a cultural misfit.
Based on you yourself saying so, and us realizing it — when we were asked if we would hire her again — we said no, as she is not a cultural fit. I don’t know what shocked you here, you seem to be in agreement with this fact.
You worked hard and were praised for it and that hard work even earned your promotion. At times you were the only developer on frontend and you delivered.
Does this however, necessarily mean technical proficiency? After your departure we noticed glaring holes in the frontend code — a lot of which we had to rewrite. This cost us in time and money. This was our judgement of your technical ability — not your hardwork.
As a startup we have gone through ups and downs — the founders, more than anyone else are under constant stress of delivery and yes, if the code goes bad, that impacts the few customers that we had at an early stage — informing the developer that he has screwed up is the CTOs job. I guess it is upto the developer to take that as being ridiculed or whether to consider it as a reprimand and learn from it.
It is important to be objective Vini. Your co-workers may be close friends, but validating their ability or inclination to work is better judged by their managers and not you. So I would not comment on your ex co-workers here as they can raise concerns that they had with us directly. I can understand that you feel bad they were let go, but I would have appreciated if you had initiated a conversation with us to understand our perspective of why they were let go — which you never did.
We never like letting go of people — that is the crucifix a CEO/CTO has to carry. You may think of it as frivolous, but every employee leaving impacts our team morale and we are well aware of that. However, we simply cannot afford to retain slackers and non-performers. These are things that kill startups.
The only thing I feel bad about is that we could not realize sooner that you wouldn’t be happy here.
We’re glad you’ve found and organization where your values match. Every organization has its own DNA and we always prefer having people who get along with us well to work with us.
My only feedback to you is that the next time something bothers you, bring it up with your manager and try and resolve it.
I wish you good luck and a great career ahead.