> Validated engineering cost savings should be treated like sales, the engineer gets a percentage.

If you want to really follow the same compensation structure, we would then give engineers a really low base salary and make 80% of their compensation performance dependent.

Be careful what you wish for :)

Besides - this would drive some strange incentive structures. If you incentivise people based on cloud savings for instance, it will really only be the teams with unnecessarily large cloud spend in the first place that ‘get’ that bonus. If you incentivise on sales, engineers doing great work on back office tools don’t get any cake. Etc.