It's not the simple. Sure Amazon has a bunch of no-talent garbage engineers (typically driven by SDMs who have been ordered to hire at any cost and BRs that ei

It's not the simple. Sure Amazon has a bunch of no-talent garbage engineers (typically driven by SDMs who have been ordered to hire at any cost and BRs that either aren't strong enough to argue against the SDM or have likewise been told to pump conversions -- there are tons of loops that don't even have a BR interviewing), but some orgs are actually good at hiring and only hire talent. Applying URA at a director-level is injust and there is no cross-VP-org calibration that happens. While I agree that the URA target is likely lower than it should be for how bad some of the hires have been (e.g. L5s who refuse to use the command line for anything and have never written a test), there needs to be a better mechanism for identifying who is actually below bar.