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Comment by greesil | Hacker News Reader

This reads like "get rid of the old experienced people so I can get promoted".

only if you're cynical, google found a much better solution though, make them IC's again and redistribute the junior talent to places they can grow and offer buyouts for anyone who feels like they're not into it anymore.

I am cynical. Better for what? I can only interpret moves made by large companies across the board as ways to move the stock price and consolidate control.

If your position has no upward mobility juniors will change jobs, likely change companies, once they have the experience and all the effort you spent training them will be wasted.

If your position has no authority seniors will change jobs, likely change companies, and all the effort you spent on them will be wasted.

I don't know why you think this is an either or situation. Not being a junior doesn't stop you from having a manger.

Statistically you should charge companies. Even if you get promoted, you’ll make less than someone hired in at the same level. Even if you like the company, it’s best to “boomerang”

Its tricky to use statistics for personal decisions. In general something might be correct but not for your specific subgroup. I know many people who changed for worse.

If you are in a bad position then change, but if you like the company and role, don’t take it for granted and think carefully.

This advice is consistent with the broad statistic if more than half of the sample is currently in “bad position”.

Since we are talking about BigTech, I can’t imagine to a first approximation any IC up to and including senior or a low level manager being at any BigTech company for a reason besides wanting to maximize their income via cash and RSUs.

Does anyone stay in the same position/team for more than two or three years even at the same company?

The U.S. military actually uses precisely that system for officer promotions. And in practice most of the U.S. military branches do essentially the same thing for their enlisted force too, deliberately allowing high attrition for the sake of frequent promotions.

Given a fixed headcount, you can't have frequent promotions without either personnel turnover or allowing for employees to be routinely demoted.

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