A startup founder recently grabbed eyeballs when he launched a very public job hunt to replace an underperforming employee. Aditya Siripragada, the Chief Executive Officer of Fountane Inc.—a startup headquartered in New York—used the social media platform X (formerly Twitter) to announce a job opening with a compensation package amounting to Rs 72 lakh annually.
His message conveyed frustration over allocating a sizable salary to a team member who, according to him, was not meeting expectations. He invited applications from experienced professionals who could take charge of the role, stressing the urgency of the situation.
Siripragada’s post read, “Paying Rs 55 lakh as base compensation for a team lead managing a high-stakes assignment. Current output isn’t satisfactory, and I need a swift replacement. If you’ve successfully led teams and believe you can outperform the current standard, I’m open to a serious chat. If you don’t have prior leadership experience in this context, this isn’t the time to try something new.”
In response to a user who questioned the pay, wondering whether ₹55 lakh was a sufficient base salary for a team leader managing roughly 8–10 members, Siripragada clarified, “That’s the base—the complete offer comes to around ₹72 lakh per annum.”
The post, while bold and direct, was met with mixed reactions. A portion of the online community took issue with the public nature of the critique aimed at the current employee’s performance. One commenter questioned the approach, stating, “Announcing a job is okay, but airing an employee’s shortcomings publicly isn’t necessary. This could’ve been handled more privately.”
Another user recommended offering support instead of termination, asking, “Why not help the person upgrade their skills or manage them more effectively rather than dismiss them?” Another X user wrote, "Washing dirty linen in public is poor leadership and needs introspection!"
Others critiqued the hiring strategy, suggesting flaws in the selection process. One user remarked, “It seems like the person who interviewed the candidate failed to assess the right capabilities. That’s where accountability lies. New hires need mentoring, not instant replacement.”
Aditya Siripragada leads Fountane Inc., an enterprise that functions both as a digital consulting agency and a venture holding firm. He is a graduate of the Carlson School of Management at the University of Minnesota, bringing a background in business leadership to his role.
His message conveyed frustration over allocating a sizable salary to a team member who, according to him, was not meeting expectations. He invited applications from experienced professionals who could take charge of the role, stressing the urgency of the situation.
Siripragada’s post read, “Paying Rs 55 lakh as base compensation for a team lead managing a high-stakes assignment. Current output isn’t satisfactory, and I need a swift replacement. If you’ve successfully led teams and believe you can outperform the current standard, I’m open to a serious chat. If you don’t have prior leadership experience in this context, this isn’t the time to try something new.”
In response to a user who questioned the pay, wondering whether ₹55 lakh was a sufficient base salary for a team leader managing roughly 8–10 members, Siripragada clarified, “That’s the base—the complete offer comes to around ₹72 lakh per annum.”
The post, while bold and direct, was met with mixed reactions. A portion of the online community took issue with the public nature of the critique aimed at the current employee’s performance. One commenter questioned the approach, stating, “Announcing a job is okay, but airing an employee’s shortcomings publicly isn’t necessary. This could’ve been handled more privately.”
Another user recommended offering support instead of termination, asking, “Why not help the person upgrade their skills or manage them more effectively rather than dismiss them?” Another X user wrote, "Washing dirty linen in public is poor leadership and needs introspection!"
Others critiqued the hiring strategy, suggesting flaws in the selection process. One user remarked, “It seems like the person who interviewed the candidate failed to assess the right capabilities. That’s where accountability lies. New hires need mentoring, not instant replacement.”
Aditya Siripragada leads Fountane Inc., an enterprise that functions both as a digital consulting agency and a venture holding firm. He is a graduate of the Carlson School of Management at the University of Minnesota, bringing a background in business leadership to his role.
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