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I keep seeing this (anecdotally) out if the Midwest. Folks with 4 years experience doing mostly front end work who’ve never deployed anything with the title “st
by erulabs 3y ago
I keep seeing this (anecdotally) out if the Midwest. Folks with 4 years experience doing mostly front end work who’ve never deployed anything with the title “staff engineer”.
I sort of feel bad for them because without a large step down in title they’d never get another job. Perhaps that’s the trick - title inflation to mask bad pay?
- richbell 3y agoThat's exactly what it is. Many organizations have strict pay bands and cannot attract talent without overly inflated titles; cue dozens of "directors" with no reports, and people with < 5 years experience being hired as "Staff Engineers" to build web apps.
- tuwtuwtuwtuw 3y agoI'm not really following but want to understand. How does inflating titles help to attract talent? Do you mean this: let's say they want to hire a senior software engineer, but the salary for this level would not attract any candidates so instead they try to hire a staff engineer? Mostly trying to understand if this is middle-managers tricking their higher ups or if it's the company trying to trick the candidates.
- richbell 3y agoIt's the former. Larger companies tend to have strict pay bands relative to the seniority and responsibility of a position. Let's say intern>junior>senior>manager>director>vp. If the salary range for "senior" is 50-70k, this might be attractive for a customer service rep but not for a senior software developer. Thus, you'll need to inflate the title to be either a manager, director, or staff/prinicple (if HR recognizes that) to be authorized to offer market compensation for a senior software developer.