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Those people should ideally have different titles as a way of "checking your work" as a manager. It's easy to let personal bias slip into who you judge to be a
by ryanbrunner 5y ago
Those people should ideally have different titles as a way of "checking your work" as a manager. It's easy to let personal bias slip into who you judge to be a $50,000/yr X and who's a $200,000/yr X. But if you call one of those people Junior and one of those people Senior, you at least have to justify it under consistent criteria, and your team can call you out on it if it's clearly unjustified.
- PragmaticPulp 5y agoMost startups are flexible with a wide range of compensation and seniority as necessary to bring candidates on board. It wouldn’t be all that helpful to break the job listing down into 3-6 different job listings if the end result is a wide or open-ended range anyway.
- perth 5y agoI think it would be helpful to break the job listing down into 3-6 different job listings.
- jcims 5y agoThe we’re back where we started with no way to predict what your offer is going to be, only now there’s more paperwork.
- sgift 5y agoOnly if your categories don't have clear criteria for who falls into which one. Which shouldn't be surprising: For all the hand wringing about how some people are far more productive no one in software business has yet found a way to measure software developers work performance. It's always just "I think that ...".