Title: I own an old bricks-and-mortar kind of business.
Over the years, I’ve often tried to go a step beyond to help people out in hiring decisions, giving folks a second-chance.  This “policy” (if you can call it that) has worked out well exactly once (but a spectacular success).  The same policy has turned out quite poorly on several occasions, and twice, disaster.<p>We have an in-house software project.<p>One applicant (call him “Jake”) interviewed rather casually, in dirty clothes.  His interview was great.  His portfolio was very good.  His references responded tersely. I hired him.<p>Jake excelled at the project, worked long hours, and the project made fast progress.  He became project lead.<p>After a couple of weeks, Jake surreptitiously “moved in” and started sleeping at the office.<p>After hours there started to be problems.  Damage to the walls (~a dozen holes).  A tile in the bathroom shattered.  One of Jake’s monitors shattered.  Complaints from the other building tenants about screaming on the weekends (yes, screaming).<p>(He fixed the walls and replaced the monitor.)<p>The problem is this:  during the day, when we’re focused on the software, he’s great.  Really great.  
When he veers off into his personal past, or if he’s having a bad day, it’s a lot of unresolved parent issues and talk of witchcraft and auras.  Then he tells you earnestly that he’s not crazy (he uses the word “crazy” a lot, actually).<p>The seemingly obvious solution is for him to move out. He could easily afford a local apartment.  Judging from his responses to my suggestions (and our in-house experience) it may be difficult for him to keep an apartment.  I have concerns that his odd behavior might put him in jail (he is also black).<p>Everybody was fine with him at the beginning.  His work is still great.  Now everyone has become apprehensive about him.<p>So my choices seem like A) Leave him alone, B) Move him out, C) ...I don’t know.
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