Agree with that, but for employers to understand that it’s worth paying it’s necessary to understand that you would actually get more value in return as an employer than the extra you have to spend on a great engineer.
Again, depends on whether your product has that much upside. Many products don’t. But as an example: German car makers have long ignored that great software engineers have a vastly bigger impact in a team than great mechanical engineers. As a result, they for a long time failed to build great software engineering orgs.
Volkswagen gave in eventually and is now licensing from Rivian. Their failure was caused by a structural problem of not seeing how SW works at scale, and how that should influence your hiring.
Again, depends on whether your product has that much upside. Many products don’t. But as an example: German car makers have long ignored that great software engineers have a vastly bigger impact in a team than great mechanical engineers. As a result, they for a long time failed to build great software engineering orgs.
Volkswagen gave in eventually and is now licensing from Rivian. Their failure was caused by a structural problem of not seeing how SW works at scale, and how that should influence your hiring.