Scenario for metrics-oriented folks: Imagine a company that only hires engineers straight out of college. You propose making some senior hires as well. The response is: “That will be more expensive. If we do this, what metrics will you use to demonstrate the value?” What now?
I think we’re starting to see companies recognize this and design compensation accordingly, but we’re at the point on the curve where you can do it but can’t be externally honest about it and the internal honesty is often lacking, too.
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As a statement about market reality though, contingent on a degree of playing the game well, I would expect a top 10~20% engineer with 15 years to earn *materially* more than 150% of contemporaries with 5 years.
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