> In truth, it wastes the talent you've built to not be aggressively increasing their comp to match the skill increase you're providing.
The issue is that we don't quantify what hiring someone actually costs. We're willing to spend $20k on finding a candidate for 160k yet the people in the same position are sitting at 120k and getting a 3-4% raise.
The new person needs time so expect at least a month of training, yet no one quantifies that as well.
yes, the JR to SR path should be a methodical planned progress with expectations of big raises as they skill up.
I'm fine with an annual cost of living adjustment once I get to a SR level because I'm not increasing skill at a rapid pace, I'm exercising my skill in the expected way. For a Jr path, that doesn't make sense. getting a cost of living adjustment and being twice as good as you were last year means you're a flight risk and that will cost the company more than just paying people what they are worth.
The issue is that we don't quantify what hiring someone actually costs. We're willing to spend $20k on finding a candidate for 160k yet the people in the same position are sitting at 120k and getting a 3-4% raise.
The new person needs time so expect at least a month of training, yet no one quantifies that as well.