I Fired One of My Programmers 15 Days After Hiring Them
Why I Fired Him

The problem started from day one, but our CTO cut him some slack. As he was new, we thought he would need some time to catch up with our project.

After three days, our CTO told me that something was not right about him. He could not do simple tasks. He did not understand the basics of our project. Even our junior programmer could do it easily.

So, we decided to give him more time.

After ten days, he was assigned a simple task with some junior developer. He couldn’t guide them and was getting uncomfortable in the office.

Junior programmers also complained about him to our CTO.

Then we started to realize he lied on his resume. We didn’t tell him this, but I think he understood.

Then after 15 days, I called him into my office and told him we had to let him go for some reason. I sensed that he actually felt relieved!

I felt bad for him and tried to help him

Though he lied and we could prove it easily but we didn’t because it was part of our fault in the hiring process and we didn’t want to disrespect him!

It was still hard for me to fire him. I tried to help him as much as possible I could. I offered him a junior developer position but it was not easy for him for self-respect. I understood that.

My CTO discussed in detail with him about his lackings and how he could improve his skills. He also gave him some good resources for improving his skills.

Now we have added another layer in the hiring process to avoid this type of event in the future.
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['Data Science', 'Programming', 'Software Development', 'Technology', 'Startup']