i wonder if there's a perceptual self defeating symptom in even considering terms like junior or senior, in the sense that each individual hire is a multidimens

i wonder if there's a perceptual self defeating symptom in even considering terms like junior or senior, in the sense that each individual hire is a multidimensional talent with maybe widely varying capabilities in different dimensions. maybe part of the assessment process isn't delineating junior vs senior, or feigning some total order, but rather embracing that there is not, in general, a total order on talent among people. it might be like seeing how well the hiring company can exploit the major eigenvectors of talent in each individual. perhaps that's a wordy version of the rotating folks through different tasks idea?