I would say that depends on the power and trust that the org puts into that role, as well as how the company is structured. Speaking from my own anecdotal expe

I would say that depends on the power and trust that the org puts into that role, as well as how the company is structured. Speaking from my own anecdotal experience, at my job, we have a spaghetti like org structure, where you may belong to one specific group and do your actual work with a different team. It's structured pretty similarly to Spotify, at least on the engineering side. So if a person on my team is working for or with a different department or team, and the project manager let's me know they're not working out, it's within my discretion to move them off the team and find a better fit, or rarely, if it's a repeated problem and they cause more havoc than order, to let them go. I like to think it allows a layer of protection for both the employee and the team, as not everyone will always work on every team, but they may be able to bring real value to the company as a whole.