incompletude

It is kinda funny when you realize that most replacements have their own pricing/plan pages.

These estimations are pure imagination. I doubt you have `any` real data to support it. Also, that is not the reason why Typescript was created, nor the reason why people adopt it, not even what Typescript really is. Today, almost every Node.js framework supports Typescript out of the box. I challenge you to provide a modern framework that doesn't provide types. And this is not an opinion, nor it is wishful thinking, it is a fact: type checking and strongly typed languages will take over almost every modern software development paradigm.

Type checking and strongly typed languages are rapidly taking market share and in the near feature, except for niche specific software, mostly everything will be typed. There are a few reasons for this: it makes software easier to change and to test, and in a scenario of fast-growing complexity like the world we live in today, it is better suited for software development.

I would recommend to every software developer to learn the type ecosystem inside their language to make sure they have a good/high-paying job in the near future.

In 5 to 10 years, almost every serious engineering job will be working with an ecosystem that contains types.

I prefer to build MLPs (minimum loveable product) instead. If your MVP is bare bones and far away from the ideal product, you are effectively working against your core business viability. You instead have proved that an unfinished product is not viable.

If you have been giving honest feedback about the performance issue and he is aware of what is going on, you can risk a termination whitout compensation but you are probably getting sued. If he is not aware about the management insatisfaction you are most likely getting sued because he will see receive it as an unjust termination.

The best case scenario here is to push some form of compensation agreement.

Also, as a manager, you should build trust, even you people that you don't particularly like, so termination without compensation can have negative lasting effects on teammates.

You should vest them monthly instead of only after the full term completion.

If the full term is 2 years, pay him 23/24 and let him go.

stock options vesting is specifically designed for this, whoever brings value to the business should have them. job title is not important, value is what matters.

a 1-5% equity (varies widely) for early stage startups (seed or angel) is common practice to negotiate commitment.

if your company do not want to negotiate this and you provide value just get a second job as a consultant.

Our fellow human comrades in the country next door have a very similar belief system that contains the same defense mechanisms. Spread the word and fight the enemies of their deity.

This is self-reflection: everyone believes what fits better to one, don't push your shit over others or risky getting killed with bows and arrows, and every now and then bombs.

Religions are very creative ancient defense mechanisms. It exists for you to have bonds to your group, for you to survive, and protecting the belief system is to protect your own. But this is not 1600 anymore, time to grow up. Take the good stuff and throw the toxic shit behind or put it all behind.

And that is why I also understand that he is dead by bow and arrow.

Sometimes is terrorism.