This requires an environment where long term productivity is more important than short term productivity, it doesn't account for juniors who won't get it, no ma

This requires an environment where long term productivity is more important than short term productivity, it doesn't account for juniors who won't get it, no matter how hard they try, it doesn't account for juniors who will leave the company after becoming more proficient because they can't get an adequate payrise. 10x engineers can be a good match for startups where shipping now is essential and for big businesses who need something done quickly (for a change, the bigger the company, the slower everything else). The only cons of 10x engineers is that they will burn out and that they're incredibly rare. Advising 10x engineers to help out other and collaborate is also nice to give them a bit of down time so they don't burn out and leave for the next startup with a 50% raise. That said, it's not like HR managers are able to distinguish between senior low productivity engineers and 10x engineers, so it doesn't matter. No company will have a strategy around employees productivity. I disagree the 10x engineer is a myth, as an hiring manager, I can easily tell you who is a 10x engineer after working with them for a year or so.