Violent agree on variance in value produced. Violent disagree on that junior, senior or other titles or roles have such strong correlations. For very simple reasons: we can’t measure value, and we absolutely can’t measure value within a performance review cycle.
The most devastating value destruction (aside from the rare intern deleting the prod db) that I’ve seen consistently is with senior/rockstars who introduce new tech, takes credit, moves on. There’s a reason for the term resume driven development. Think about what a negative force multiplier can do for an org.
How does violent agree/disagree work? Like after you conclude you agree/disagree to this internet text, do you then proceed to scream out on your balcony that which you agree with / smash up your apartment in rage, respectively?
I don't know, I think where I work we have a pretty good idea for the value each person brings. I don't know how much they're paid, but I do know how good each person is (including whether they tend to complicate things, to use exciting technologies, etc).
But that’s the entire point you’re missing. The pay is not proportional to contribution or technical skill. It’s proportional to market forces and negotiation skill.
I know what level each of our people is, and levels are compensated fairly evenly. The fact that I don't know exact numbers doesn't mean I don't have a proxy.
The most devastating value destruction (aside from the rare intern deleting the prod db) that I’ve seen consistently is with senior/rockstars who introduce new tech, takes credit, moves on. There’s a reason for the term resume driven development. Think about what a negative force multiplier can do for an org.