Once organizations get to a sufficient size, increasing your "scope" is the only metric left to compare. You could compare revenue, but the easiest way to get more revenue is to increase the amount of work that falls under your purview. You could compare profitability, but then you encourage everyone to make the most expensive products they can get away with and your company fails. You could compare productivity, but there is no scientific way to do that, and funding the research required would bankrupt you and your company fails. You could do it by vibes, but the snake oil salesman will sell you garbage and your company fails. You could do it by seniority, but then you stagnate and your company fails. You could do it at random, but then none of your managers would bother trying and your company fails.

Do feel free to suggest a better way to compare two managers that doesn't fall into worse situations than "scope".

Lazy management, ones that focus on "metrics" and "numbers" rather than actual engagement with their teams/business lines.

I'm only 20% joking here...

Goodheart's law. As well as too many cooks.

it's not like FAANGs are strapped for teams. Managers can just mnage horizontally instead of needing to hire more people to "prove themselves" (especially when the hiring process is absurd these days).