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?
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Replying to @perplexes @hillelogram
What metrics would you use to assess that the painting on the left is superior to the one on the right?
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Replying to @lhochstein @hillelogram
Colin Curtin Retweeted kurin
I agree with the below tweet; you'll see a better mix of planned vs unplanned/rework hours (rework will eventually eclipse and/or NPS dies and customers leave), changing the system will be easier (you want compounding investment, not compounding debt)https://twitter.com/RuinTaughtMe/status/1155301992719249408?s=19 …
Colin Curtin added,
1 reply 0 retweets 0 likes -
And channeling
@johncutlefish, you benefit from rabbit holes avoided, better ideation, coordination b/t product & design, so that even more junior engineers will have enough guide rails to learn without building something that crushes themselves.2 replies 0 retweets 2 likes -
Replying to @perplexes @lhochstein and
Channeling
@patio11, Engineer value increases superlinearly to their pay grade. A good engineer can save you literal person-decades or centuries, yet get paid only 1.5x someone 10 years their junior.1 reply 0 retweets 1 like -
Replying to @perplexes @lhochstein and
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.
1 reply 0 retweets 0 likes
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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