> So the question, which traits are analogous to on-base-percentage? Take the FAANG-hire-resume, then subtract features (e.g. lose the top-10 university credent

> So the question, which traits are analogous to on-base-percentage? Take the FAANG-hire-resume, then subtract features (e.g. lose the top-10 university credential, remove a couple years of experience, ditch the years with a trendy package, etc). Which decreases the hiring cost the most with the smallest loss of long-term value to the hiring company? What data set would track/measure this and what could be deployed as a proxy? The other question is: Why not simply match FAANG comp package by raising more money? I'm being 100% serious here. Software is pretty much the only field which can scale almost infinitely and the only cost really is compensation (Compared to salaries, MacBooks are almost free!). Think about it, 3x comp to get a 10x engineer? Worth it.