>Also, firing is terrible for morale. You really can't do it that often. If you hired a bad engineer, not firing them is bad for morale, assuming you have a qu

>Also, firing is terrible for morale. You really can't do it that often. If you hired a bad engineer, not firing them is bad for morale, assuming you have a quality team. They will be pissed at picking up the bad hire's slack and spending so much time helping them. >If you're paying a 6 figure salary with massive benefits like Facebook or Google, you usually have a long queue of qualified candidates to choose from. But that's the exception, they have what most companies don't: prestige (rightfully or not). You listed the two companies that actually can get away with this without hurting themselves. Few others can. See, this article wasn't written for Google and Facebook, it was written for everyday company CIOs, and this is very harmful for them for the reasons I stated. Who wants to spend hours writing calculators during an interview for Initech? Almost nobody. Also, a six figure salary is pretty much the norm for good developers all over the country. The main benefit for working at Facebook and Google is stock options and it looks good on a resume.