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I believe startups should implement levels once you hire 2 engineers. It's hard to retrofit a system, especially if you're trying to be thoughtful about any pa
by deepinsand 4y ago
I believe startups should implement levels once you hire 2 engineers. It's hard to retrofit a system, especially if you're trying to be thoughtful about any pay imbalances.
- JumpCrisscross 4y ago> startups should implement levels once you hire 2 engineers I think OP is cracking a joke about a $600k company having six levels of hierarchy.
- deepinsand 4y agoHere's my experience: - When you hire, you implicitly put people in a level which dictates what you're willing to pay them. - People will always feel underpaid, and demand more $$. Without a system, you give them out arbitrarily. - You now have enough people to add structure to the process. Do you base people's levels on their current salary? On their skill? - What happens when people notice the discrepancy in pay or skill among a level? Especially if it's skewed by race, gender, etc? I think you should have as many levels as pay-bands in your startup, which might be 6.
- mywittyname 4y agoNobody wants to be a level 1. So the real level 1 was probably L4.
- lupire 4y agoL1 is junior data center tech and junior helpdesk.
- telotortium 4y agoThere weren't necessarily 6 levels of hierarchy (below the L6 staff). It's almost certainly for hiring purposes - to tell hires that their role is similar to that of a Staff Software Engineer at Google (i.e., L6). Like many things in tech, other companies tend to base their leveling system after Google, and you can literally put companies side by side on https://levels.fyi https://levels.fyi to compare per-level compensation at different companies.