61–70 of 100 posts
Earlier quoted context omitted.
Yeah true. So I guess we just have replaced slaves with employees?
Other than the relation that both are norms, how did you come to the conclusion that they are the same things?
Personally I find it harder to switch jobs often as I go up the ladder. There are just fewer positions and it gets more difficult to go directly into a high level position at a new company. This applies to both ICs and management. E.g most VPs and distinguished engineers stick around pretty long.
Seconded. As a “core influencer” my contract gives me legal protection and severance. Not to mention a healthy salary and bonus. It’s very difficult to find the same comp package elsewhere. I basically need to be invited to similar jobs.
FWIW, in many countries, these are standard features of any employment contract. The US has unusually weak statutory protections for workers.
Earlier quoted context omitted.
Yeah but they don't care about employee churn at all. That's the whole point. There is almost an infinite supply of replacements. Did you not read my post?
The only way for a company to not care about churn is if they literally don’t care about the quality of their product or services. There are very few businesses where this is the case (in software engineering at least), so if you’re trying to suggest that such businesses are a common problem, then you’re delusional.
I disagree. There are plenty of jobs which are basically about qualified warm bodies. It doesn't matter who is doing it, it will get done. Even in high tech there are plenty of jobs like this. Not all companies have a heavily customized set of libraries. Most use off the shelf fairly famous things. It costs less to hire someone new and let them ramp up than to give someone a raise.
Earlier quoted context omitted.
> The question is.. where is that ceiling? There isn't one. It's all about what you can contribute to the company's bottom line. It's very unusual, but not impossible to get $1m. You just gotta be able to show the company how much money they can make by hiring you. For example, can you make their server farm 1% more efficient? That's worth a great deal of money.
That number is the ceiling. The floor is what someone else with the skills to make those particular changes will accept as a wage. Do you think a toll booth operator can say 'I do 10k in revenue a day, pay me half of that and we'll call it good'? Please.
Of course not, because it isn't his skills making that happen.
Earlier quoted context omitted.
Everybody should have enough money not to have to work and live off the interest.
If everybody has enough money, who pays that interest and why?
Earlier quoted context omitted.
> The question is.. where is that ceiling? There isn't one. It's all about what you can contribute to the company's bottom line. It's very unusual, but not impossible to get $1m. You just gotta be able to show the company how much money they can make by hiring you. For example, can you make their server farm 1% more efficient? That's worth a great deal of money.
The ceiling is actually the minimum of what you contribute and the wage of the person they can replace you with.
Only if you are unaware of the competition, which is highly unlikely if you have such skills. Lots of companies have server farms they'd love to shave 1% off of.
It's like if you're a movie director that has a track record of making hit movies. Your compensation goes way, way up. Same if you're an athlete that brings the fans in (usually by winning).
There's no ceiling on what a movie director makes or an athlete.
Earlier quoted context omitted.
The only way for a company to not care about churn is if they literally don’t care about the quality of their product or services. There are very few businesses where this is the case (in software engineering at least), so if you’re trying to suggest that such businesses are a common problem, then you’re delusional.
> The only way for a company to not care about churn is if they literally don’t care about the quality of their product or service. I disagree. There are plenty of jobs which are basically about qualified warm bodies. It doesn't matter who is doing it, it will get done. Even in high tech there are plenty of jobs like this. Not all companies have a heavily customized set of libraries. Most use off the shelf fairly fam…
For starters, your typical software engineer hire will cost you more than the value they provide for at least their first six months. If they stay for less than 18 months, then you’ll never get a return on that investment. Realistically you need them to stay longer.
Secondly, even if your just a vanilla web dev shop, using the most basic set of frameworks available, if the average tenure of your staff is too low, then the quality of your product/service will massively suffer.
Ask anybody who’s had the analyze this in a management position (like I have for instance, many times). To make this work (and I have seen it work), you need an incredibly atypical set of circumstances. For starters, you need to be in a position where quality absolutely does not matter at all. This sounds ridiculous but there are some cases where this can be true (for some period of time at least, but maybe you don’t care about it lasting forever...). Companies that have built themselves an unassailable position in the procurement pipelines of government or large enterprise can exploit such dynamics, on a limited term basis, for example. Secondly, you need to have eliminated any quality control in your recruitment pipeline. Naturally, this will result in hiring a lot of very low quality labor, but as above, maybe that’s fine. Finally, you need to have completely eliminated any onboarding or training. You need people to turn up to work, and almost immediately start producing low quality work.
Such companies do actually exist, but they are very, very uncommon. If you happen to find yourself working for one, though you may be underpaid and treated poorly, you can at least know that your employer is likely extracting very little value from you at all, regardless of how personally talented you might be.
Earlier quoted context omitted.
The ceiling is actually the minimum of what you contribute and the wage of the person they can replace you with.
> The ceiling is actually the minimum of what you contribute and the wage of the person they can replace you with. Only if you are unaware of the competition, which is highly unlikely if you have such skills. Lots of companies have server farms they'd love to shave 1% off of. It's like if you're a movie director that has a track record of making hit movies. Your compensation goes way, way up. Same if you're an athlet…
Earlier quoted context omitted.
A few hundred years ago, indentured servitude and slavery were the norm.
Yeah true. So I guess we just have replaced slaves with employees?