4 ms·

For me too. And I DO hire.

MattGaiser 5y ago
How do you reconcile that as a red flag with the massive raises people get from moving companies? Are you basically looking for someone who would turn down doubling their salary?
- xwolfi 5y ago
  Yes, I know I do consider it: will this guy believe there's a right to raise or will he instead accept there's a duty to perform ? If you want a company where merit is rewarded but taking your time is accepted as long as you dont whine each time a brilliant innovator is promoted, finding people who stay longer will yield you either innovators able to move upward quickly enough or solid maintainers who are satisfied specialising.
- yardstick 5y ago
  So: Job 1 (Years 1-2): 100k/yr Job 2 (Years 3-4): 200k/yr Job 3 (Years 5-6): 400k/yr Job 4 (Years 7-8): 800k/yr Job 5 (Years 9-10): 1m/yr Not sure any dev using this approach would need to work after year 10!
  - hungryforcodes 5y ago
    It's just like Bitcoin :p
  - decafninja 5y ago
    Is this really a thing? I quadrupled my compensation recently coming from a non-tech/tech-as-a-cost-center company to a FAANGMULA level company. However I don't foresee experiencing another huge jump like that ever again in my career. If you're going from one FAANG to another FAANG, what are the odds you're going make six figure jump in compensation unless you're also moving up the ranks while doing so?
    - friedman23 5y ago
      The parent was being sarcastic, it's not a real thing.
    - reasonabl_human 5y ago
      You have to be upleveling and counting on equity to grow but it is very much a thing.. check out levels.fyi
      - decafninja 5y ago
        Not taking into equity for the purpose of discussion, but don't most SWEs top out at some level of "Senior SWE" title?
- hungryforcodes 5y ago
  Well, if I think the person is just job hopping for salary and will only stay six months, then I'd pass them over. Or offer a six month contract if we really need them. When I hire, I'd like to keep them for at least 2-4 years for the company's sanity.

How do you reconcile that as a red flag with the massive raises people get from moving companies? Are you basically looking for someone who would turn down doubling their salary?

xwolfi 5y ago
Yes, I know I do consider it: will this guy believe there's a right to raise or will he instead accept there's a duty to perform ? If you want a company where merit is rewarded but taking your time is accepted as long as you dont whine each time a brilliant innovator is promoted, finding people who stay longer will yield you either innovators able to move upward quickly enough or solid maintainers who are satisfied specialising.
yardstick 5y ago
So: Job 1 (Years 1-2): 100k/yr Job 2 (Years 3-4): 200k/yr Job 3 (Years 5-6): 400k/yr Job 4 (Years 7-8): 800k/yr Job 5 (Years 9-10): 1m/yr Not sure any dev using this approach would need to work after year 10!
- hungryforcodes 5y ago
  It's just like Bitcoin :p
- decafninja 5y ago
  Is this really a thing? I quadrupled my compensation recently coming from a non-tech/tech-as-a-cost-center company to a FAANGMULA level company. However I don't foresee experiencing another huge jump like that ever again in my career. If you're going from one FAANG to another FAANG, what are the odds you're going make six figure jump in compensation unless you're also moving up the ranks while doing so?
  - friedman23 5y ago
    The parent was being sarcastic, it's not a real thing.
  - reasonabl_human 5y ago
    You have to be upleveling and counting on equity to grow but it is very much a thing.. check out levels.fyi
    - decafninja 5y ago
      Not taking into equity for the purpose of discussion, but don't most SWEs top out at some level of "Senior SWE" title?
hungryforcodes 5y ago
Well, if I think the person is just job hopping for salary and will only stay six months, then I'd pass them over. Or offer a six month contract if we really need them. When I hire, I'd like to keep them for at least 2-4 years for the company's sanity.