Most companies have a particular pay scale for a role - based on experience, position etc. (let's say a formula exists)
I'm arguing about this with the above mentioned model
I'm arguing about this with the above mentioned model
Are you advocating ignoring those factors in how to compensate or internally promote, considering them only in the decisions of whether to hire into / fire from a given role?
If so that's not very common in the software industry and didn't seem to be what you were saying (I might have misunderstood).
I did once work at a startup with formula-based comp. However the "level" they used in that formula was intended to consider all of the above factors and was not a strict mapping to length of career.