> retention of senior employees
You mean the self-propelled code production units that cost more than the other self-propelled code production units? Why would we want to retain those?
You mean the self-propelled code production units that cost more than the other self-propelled code production units? Why would we want to retain those?
I was hoping for flying cars, but as far as signs I am living in the future go, this will have to do
The metonymy of "Big Blue" was regularly used in the series (especially in the pilot) to describe IBM as a huge entity that a forcefully-made new division of a smaller company was competing against, to develop a personal computer in the 1980s.
This scene in the pilot about a salesman trying to convince another company's executives to choose his products over IBM's describes the feeling behind the term very well: https://youtube.com/watch?v=XOR8mk0tLpc&t=65
The very concept of this is so absurd as to be entirely ridiculous. Title inflation at it's finest.
To think a person can have enough real-world experience to become "senior" in any field within 3-4 years is absolute insanity.
I do suspect if I ran into a 24 year old that called themself a "senior engineer" with a straight face, I'd likely burst out laughing...
Someone has to have actual experience to be considered senior. Being a couple years out of college is not experienced.
> All it means is the individual has any amount of experience.
By this logic - what would we call someone with 15 years of experience? What about 25 years? Super Supreme Senior Engineer, Level 9000?
The field needs to stop inflating titles. It's bad enough having people willy-nilly call themselves "engineers", let alone tack-on qualifiers like "senior".
If your company wants to grossly inflate titles, fair enough - but your next job will then look like a demotion.
Counting someone as senior purely by a clock is also absurd. It's about knowledge, depth and breadth. A person with 3ish years of experience does not have either... we used to just call that "engineer".
But... go ahead, keep assigning recent graduates absurd titles. Inflating people's egos helps keep salaries low.
> Being a couple years out of college is not experienced.
Apparently you need one more counterexample? I certainly do not think one can be considered senior after 3-4 years as well.
But I would also be curious, how you would then call someone with 15 years, or oh my, 25 years of experience?
Laughing is not taking out one's displeasure on someone.
You have made this statement before, but not taken the time to explain why you believe that. Perhaps if you explain your position others will be more sympathetic to it.
You can start hacking on things as a kid with little more than a computer and an internet connection. You can literally have junior engineer knowledge when graduating high school. Add in a bit of formal education and a few years of experience, you can be a legitimate senior engineer at 24.
In fact, one of the best engineers I ever worked with was 21 and working at staff level. Things just clicked with him, so it didn't take long in the professional world for him to round out his knowledge.
By contrast, most other fields require expensive equipment or advanced techniques to gain actual, real experience. A high schooler might be able to weld a track car together, but it's a lot harder for them to do FEA (finite element analysis) or load testing without serious equipment.
Life doesn't start at age 21.
You can't have a "makes decent estimations engineer", or "wasn't quit by the team lead engineer", or "gets paid twice as much data scientist". Some company go with "ninja" or "rockstar", or stick level numbers straight in the title but meh...so we settle for "senior" for most of these demarcations.
L3 is a new graduate
L4 is mid level (an engineer who you can generally trust to complete the tasks they're assigned)
L5 is Senior (who owns/shapes the direction of the team)
L6 is Staff (who has to see upcoming problems and shape efforts across the organization)
L7 shapes a product
L8 shapes a division
L9 shapes an industry
It's very possible that a 24 year old could become an L5 with a typical path: college 18-21, straight to Google for 3 years on the same team and becoming one of the main contributors on the team.
Considering that Google grew its headcount by over 50% between 2020 and 2022, there could be plenty of mid level engineers joining the 24 year old's team who they are able to lead now since they have an extra 3 years worth of experience + context in the specific area.
However I was a senior leader that was paid the salary to lead high stakes projects. YMMV
All the people I know, whose circumstances I don't share except by second-order family relations, and who are indeed well paid senior engineers, actually do have live-in nannies or au pairs. Which is why I mentioned that possibility.
You got my viewpoint and I can clarify if you would like. My goal was to ensure the best upraising of my child. This includes social interaction, so a nanny was a nonstarter. So the 20 minute commute was considered an acceptable trade off (just as others may consider the lack of social interaction in selecting a nanny). When we purchased a new home we factored in the additional 50 minute loss in time and once again put our childrens consideration over our own.
When you are in a leadership position and have to consider the real fact of working over 40 hours a week, those benefits or lack thereof become a factor you (and thus the company) must consider.
I hope this helps you understand, especially one day in the future when you are in this position!
On that note, per the other comment, the family I'm referring to all live in midtown manhattan where nannies and au pairs are the norm, and socialization amongst such families comes with the ecosystem. I assume people who have nannies in other built-up regions operate the same way, but maybe your mileage does vary.
Sure losing daycare benefit is a fault. Deciding to put your child in a lesser program because it won’t impact your commute has nothing to do with your job and entirely everything to do with you being a parent..
In my case I will pay to ensure the best upbringing for my children. And this means financially (paying for the best education) and temporally (waiting in traffic to pick them up from said learning institute).
It's not a matter of affording daycare is my point.
Kinda creepy how they're like company towns, though.
In our story, we were not able to get into the "elite" daycare that all the who's who of my city went to. That daycare cost $1500 - $1100 respectively. We ended up going to our daycare out of necessity which just turned out to be a really really good daycare, so we got lucky. But the point is the extra $2200/mo, as you noted, was part of my salary
Foster City Odyssey Preschool for toddlers is $2100 for school day, plus $500 extended day until 6pm.
https://www.odysseypreschool.com/foster-city-admissions
Pennisula Jewish is $3125 for toddlers until 5:30pm
https://pjcc.org/wp-content/uploads/2023/07/PJCC-Preschool-R...