This is essentially the point of a lot of hiring and performance evaluation theory.
E.g. it's acceptable (but not ideal) not to promote talented commanders. It's catastrophic to promote someone to General who isn't ready or is unsuited.
E.g. it's acceptable (but not ideal) not to promote talented commanders. It's catastrophic to promote someone to General who isn't ready or is unsuited.
I'm not sure how much engineer skill matters though. One slightly above engineer might be fine. But if half your org is made up of slightly above average engineers, I feel like there will be a knock-on effect.
Although as a counterpoint, it's also easier to get work, because part of the value I'm providing is that you "fire" me whenever you want and no hard feelings. So nobody does "leetcode interviews", because it's not like we're getting married, like an employee. So there's much lower risk to hiring someone, because a bad hire doesn't infect anything, because you expected it to be temporary in the first place.