3 ms·

If I understand your point, you're only considering marginal engineers that aren't expected to make a significant contribution to a product, and don't have comp

If I understand your point, you're only considering marginal engineers that aren't expected to make a significant contribution to a product, and don't have competing offers. In the other case, the company needs to accomplish something, believes you can do it, and you have a list of companies sending you offers. Thats not so far fetched! Many of us hit that point in our careers.

falcolas 6y ago
> you're only considering marginal engineers that aren't expected to make a significant contribution to a product So, 99% of the workforce? Or, 99.9999% if you consider that companies just don’t give a fuck unless you happen to be Guido van Rossem? HR departments, who approve/deny pay changes, don’t care. My current company is being forced (with the approval of the board) to compensate high performers in alternative ways (like stock grants, or vacation time) if they’re outside of the “approved pay bands”. I know someone who 100% qualifies for a title of “high performer” (they promoted him to a director a month after this) who would have had his pay cut in half if he moved away from his current location due to “remaining competitive with the local market”.