how do you structure compensation and seniority -- and how do you define the skillsets and experience that are required to sit in those levels? and then how do

how do you structure compensation and seniority -- and how do you define the skillsets and experience that are required to sit in those levels? and then how do you hire / fire / promote / retain those people? when you're working at the VP and CTO level of a big org that's something you think about. especially when you're transitioning from a small startup where everyone's title is made up, to a 100-300+ body org with real structure and organization.