First off which country youre in determines what you can do and how much it will cost you. If you don’t already have HR staff who are well versed in local laws

First off which country youre in determines what you can do and how much it will cost you. If you don’t already have HR staff who are well versed in local laws and regulations then you should engage some outside help. Secondly, while your process might be biased or “broken” this is a situation where someone got through when they shouldnt have. Some people are slow to ramp up but others just wont ever do it. Ive hired former Google engineers who ended up being in this exact same situation. It cracked my brain to have to do it, but letting them go was better for everyone. 1. The team already knows theyre underperforming. If they know the titles and that salaries are banded to titles then they’ll easily infer they’re getting less than this person. 2. Values around personal development, motivation are noble but you can improve from all sorts of starting conditions. I believe in a growth minded environment but also that its not everyones job to invest in people. Some people just dont have it. 3. You can rescue it by thoughtfully letting them go. By adjusting your hiring process to avoid false positives (at the expense of some false negatives) and by talking to the team if it’s required. It sucks. Its never easy but its the kindest thing to do for you, for them, and for the team.