내가 대장이 아닐 때
1차 면접에서 열심히 골라서 올린 후보자가 2차 면접을 통과하지 못할 때, 실무자로서 맥 빠진다. 얼마나 힘겹게 고른 사람인데, 역시 임원들은 실무를 몰라, 지들이 일을 직접 해봐야 누가 필요한지 알지, 그 밖에 차마 글로 남길 순 없는 다채로운 욕설이 뇌리를 빠르게 스쳐간다.
그러나, 이대로 포기할 수는 없다. 당장 일손은 부족하고, 나의 To-do list는 이미 일년 치가 꽉 찼다.
2차 면접을 진행한 임원(?)들에게 생각을 바꾸라는 이메일을 보내기로 마음 먹었다. 원문을 그대로 공개할 수 없어, 챗지피티의 능력을 빌어 영문화했다.
Hello [Name], [Name],
I’m reaching out to you via email to ask for your positive consideration regarding [Candidate]'s recruitment, as I heard that the 2nd interview score wasn’t very high. I hope you’ll understand my decision to communicate this way since it’s currently difficult for us to meet in person.
Having met [Candidate] personally, I believe they may not have been able to fully showcase their abilities during the online interview. When we spoke face-to-face about LLM-related work experience, I noticed that [Candidate] used terminology and concepts very similar to what we use in our daily work. This made me feel that adapting and collaborating together would go smoothly.
[Candidate] is highly invested in learning about LLM, dedicating personal time daily to study (which you can see through daily updates on their personal blog), and also has some practical experience using solutions similar to our own. I think it’s worth giving [Candidate] a chance to grow with us during the probation period—and if they adapt quickly, as I believe they will, it would definitely be a worthwhile hire.
Additionally, [Candidate] has been following our company with interest for many years, consistently looking for an opportunity to work with us.
Given the unique situation of our company right now—very few available team members and a disrupted team structure—the priority for POs is not just product knowledge or individual brilliance, but the ability to bond with and unify the remaining members.
Based on [Candidate]’s past teamwork stories and understanding of their own role, I had a very positive impression.
While they may come across as a bit reserved, [Candidate] brings valuable experience managing diverse B2B projects and handling various responsibilities at companies like A and B. These are highly relevant and useful assets for us.
Since [Ex-Candidate] didn’t pass the probation period, we now only have very few POs.
[The other POs] (Assigned to Company C project): We originally assigned multiple people because it was too much for one or two person, but [Ex-Candidate] didn’t pass probation and I can’t fully step away from my duties in the office, so, for now, our senior PO is handling everything alone.
[Myself]: Responsible for all projects and product decisions, supporting sales activities, and providing various other resources.
We’ve reviewed PO candidates for over a month now and found that about 95% are not a fit, even on paper. Anyone who makes it to the second interview has already passed a very thorough screening process, so your positive perspective in reviewing these candidates would be a massive help for our work.
In that sense, I’d really appreciate it if you could take another positive look at [Candidate] as well.
Thank you very much.
Best regards, [My Name]
살면서 이런 애절한 이메일 몇 번 안써봤다. 하.
결과는?
이메일 보내고 4시간만에 두 사람 모두에게 동의 회신을 받았다.
이렇게 또하나의 위기를 넘고.
부디 처우 협상도 순조롭길.
번외. 오늘의 발견
인물을 지칭할 때 성별이 드러나지 않을 경우, 챗지피티는 그를 They로 번역해주었다. 요즘 성정체성이 다양화되면서 스스로를 He, She라 칭하지 않고 They라 칭하는 사람들이 있다더니, 그 문화적 흐름에 맞춘걸까. 번역가 친구한테 물어봐야지.