None of those are very impressive signings imo, the only one that looks to have a significant job currently at Mercedes is Omid Mostaghimi.
- Login or Register
No account yet? Sign up
None of those are very impressive signings imo, the only one that looks to have a significant job currently at Mercedes is Omid Mostaghimi.
They will all have a head full of information etc., which will, in part, be useful.
I'm not sure how it's going to be overly useful though, considering the power unit freeze date. I mean they're basically stuck with the engines they're currently running until 2025.Just_a_fan wrote: ↑06 May 2021, 12:09They will all have a head full of information etc., which will, in part, be useful.
not impressive and yet mercedes kept them for so many years. makes perfect sense.
I don't know why you think that's significant, the vast majority of most companies are made up of people who do their jobs and go home. They don't get fired simply because they're not exceptional.
Is it though? You'd offer people promotions to get them to jump ship, no? Mercedes have said themselves because they've been so consistent and had so little turnover there in the past X years that it was difficult to give opportunities for promotion in house to a lot of good people. Anyone from that environment who is ambitious or wants a change might well be tempted to get in at the ground floor of a business that's going to grow over the next couple of years where they can develop themselves.
Personally, I think a healthy dose of both is the right approach, you lean too far one way and you run the risk of talent not quite matching up with position. It is however still early in the hiring cycle so we’ll see.El Scorchio wrote: ↑06 May 2021, 13:19Is it though? You'd offer people promotions to get them to jump ship, no? Mercedes have said themselves because they've been so consistent and had so little turnover there in the past X years that it was difficult to give opportunities for promotion in house to a lot of good people. Anyone from that environment who is ambitious or wants a change might well be tempted to get in at the ground floor of a business that's going to grow over the next couple of years where they can develop themselves.
That's true. You can't put people in positions which over their heads!214270 wrote: ↑06 May 2021, 14:01Personally, I think a healthy dose of both is the right approach, you lean too far one way and you run the risk of talent not quite matching up with position. It is however still early in the hiring cycle so we’ll see.El Scorchio wrote: ↑06 May 2021, 13:19Is it though? You'd offer people promotions to get them to jump ship, no? Mercedes have said themselves because they've been so consistent and had so little turnover there in the past X years that it was difficult to give opportunities for promotion in house to a lot of good people. Anyone from that environment who is ambitious or wants a change might well be tempted to get in at the ground floor of a business that's going to grow over the next couple of years where they can develop themselves.
you may be right for large corporations where there are hundreds of thousands of people. mercedes hpp has 700 (technical and non technical) people spread across f1, fe and hybrid road car programs. in such a small organization, everyone's performance is closely assessed and every individual has to be worth their salt. especially the kind of challenges that hpp has gone through to stay ahead in the premiere motorsport. so anyone that belongs in that group, is valuable. as far i have read, mercedes do follow performance management of employees and the bell cuve (could be tailored) is followed and average performers are let go.
according to their website they are only a 500 person organization.
A team of over 500 people are responsible for the complete design, manufacture and testing of Formula 1 Power Units for our works team MERCEDES AMG PETRONAS as well as for Racing Point and Williams.
In my career I've worked at two different companies in the 500 to 700 employee range. Bothe are in highly competitive industries with a small number of fierce competitors. Both do bell curve distributions when it comes to performance reviews.MKlaus wrote: ↑06 May 2021, 15:55in such a small organization, everyone's performance is closely assessed and every individual has to be worth their salt. especially the kind of challenges that hpp has gone through to stay ahead in the premiere motorsport. so anyone that belongs in that group, is valuable. as far i have read, mercedes do follow performance management of employees and the bell cuve (could be tailored) is followed and average performers are let go.
I'm going to have to disagree here. Take Anton Mayo for example (linkedin) He has worked at HPP for 4 years and 1 month over 2 stints. his current stint is/was only 3 months long. He is currently listed as a mechanical engineer, and his highest rank was team leader of mechanical engineers, so probably oversaw 3 to 6 other mechanical engineers. I don't want to sound harsh or disparaging, but in my opinion this is not the resume/cv of a "top-class players" as Marko was claiming a little while ago. None the less according to the motorsport.com article he is now going to be "head of power unit design ICE".
“I know that I am not going to be replaced in the middle of the season,” Bottas said.
“As a team we do not do that. I have a contract for this year, and I think there is only one team that does that kind of thing in F1 and we are not that.
“So no pressure from my side, as I know how things are.
“There is always bullshit around but that is part of the sport.”
It seems a pretty significant scoop. Someone like mudflap could tell us better the implications, however he closed his account a while back.
Verstappen said he found the movements “interesting”, but that it was “quite normal” for staff to look for fresh challenges after being with one team for such a long time.
“When a team has been so dominant for such a long time, you will try to get those kinds of people,” Verstappen said.
“But also I think it's an interesting new project to be part of, from our side.
“When people are in the same place for a long time, I think sometimes they want to seek new challenges.
“I think that's understandable.”