EVNow
Well-Known Member
This is the reason, I think, a lot of tech firms have contract staff do the recruiting. Afterall the recruiting needs go up and down depending on various factors.Looks like Fred's also caught a bit of FUD with his "nervous" reporting of Tesla cutting 150 people from its global recruiting team. He said initially that this was half the team, but now updated to 1/3rd, suggesting 300 recruitment employees remaining.
Tesla added 11.5k net employees in 2018. Including 4k cut in June-18 and likely 1-5k other churn through the year, this was likely 17-20k gross employees hired in 2018.
In 2019 Tesla needs to add staff in service and communications, but some of these can likely be transferred from sales roles. GF3 recruitment will likely need its own China based team. Given Y hiring will likely not need to ramp up until late in the year (or early 2020), I don't see how Tesla hiring requirements are going to be anywhere near so high in 2019. So reduction in recruitment staff seems an obvious place to turn given the current focus on SG&A efficiencies.
Tesla should seriously consider what their full time positions and their # should be. It doesn't make sense to hire full time employees and retrench them as often as they seem to do. They are clearly hiring full time "permanent" employees for positions that are not permanent. They should instead contract out a lot of positions that are not likely permanent.
This will be good all around - contractors know their positions are not permanent, so when the contract ends they are not bitter. Tesla won't have a lot of retrenchment costs. It is also much faster to get contract positions filled. There is less overhead with contract positions too.