I wonder how their management (whoever has the authority to fire) measures performance. Hopefully it’s not as naive as hours in the office, as other commenters

I wonder how their management (whoever has the authority to fire) measures performance. Hopefully it’s not as naive as hours in the office, as other commenters have suggested, because naive measurements must lead to perverse incentives. I would suspect and hope that, given such high salaries, their retain-or-fire decision is more sophisticated than that. I think that software engineering productivity is a fairly difficult thing to measure quantitatively. Any simple objective quantitative measure (like hours spent working, lines of code contributed, or tickets resolved) is bound to be too naive. Software engineering seems like one of those things where it’s easy to subjectively identify very good and very poor performers, but difficult to draw a hard line or even compare two similarly productive programmers.