Bajic sounds... special. He both expects people to be very loyal, but for people like him or Mark Suster loyalty flows upwards only. I looked through the whol

Bajic sounds... special. He both expects people to be very loyal, but for people like him or Mark Suster loyalty flows upwards only. I looked through the whole article for how he rewards loyalty, but couldn't find anything. He claims he wants people who are productive day one -- " hires need to be able to do their jobs on day one", then admits that early engineers don't need (won't?) to be your future cto or coo. So basically he's whining that it's hard to find skilled engineers who need no training and want to stay at companies for long periods of time in order to be underpaid and who don't demand promotional opportunities. Weird. From personal experience, the thing ctos and hiring managers miss is this: if you want me to be at your company for the long term, particularly if I have options, I expect you to come through for me. That means demonstrable company growth on a regular basis. If you spend 1.5 - 2 years frittering away a B round with little to show for it besides headcount growth, I'm out. And even after the company growth requirement, and growth in value of my options, I demand raises. We all would love an ipo, but in the meantime, my landlord takes cash only, and rents go up 10%/year. Sandwiches near the office now go for $9-$10 before tax.