> if it was fully accepted they were genuinely the bottom ten percent of performers. The problem is that your "If" rarely happens in the real-world. In situati

> if it was fully accepted they were genuinely the bottom ten percent of performers. The problem is that your "If" rarely happens in the real-world. In situations of competitive evaluative performance, the person who loses out usually doesn't agree with the outcome of the process and the 'winners' rarely have reason to complain or post about it. Certainly there must have been situations where external variables (product cancellation or whatever) result in layoffs of non-bottom-10%-ers. But in high-growth tech companies, this instability is simply an ambient fact of life. My point was that highly-paid, high-skill tech roles in FAANG-type growth companies come with higher variability, some of which is going to be out of the employee's control. These jobs typically come with total comp packages which can be worth millions of dollars over time due to equity grants. That's there to compensate for the variability.