> You learn it as you go. Like some of the most succesful managers and CEOs to ever be.
And how many successful CEOs of large companies were successful without demonstrating they could manage a large org before getting promoted.
And who are they going to “learn” from and what happens to the company as they are learning? What do you think happens to a department consisting of in demand developers when they get an incompetent manager?
Even though I mostly worked at small companies before working at BigTech, I did work at one at the time F10 non tech company from 2012-2014. An incompetent manager who was good technically got promoted. Within 6 months his entire team of 14 left.
>And how many successful CEOs of large companies were successful without demonstrating they could manage a large org before getting promoted.
There's something fishy about how developers continue to demonstrate the ability to write/ship software but they don't get regular raises, but it works differently for managers/execs for some reason. This and the poaching agreements are why we have job hopping as the primary lifting force of compensation.
It's also like your above post about L6s doing multiple L5s worth of work: that L6 pay doesn't scale with output/revenue impact.
It should actually be the opposite because managerial badness might happen in big bangs (whole team leaving) or very obvious red flags (abusive shitbags), but developers have access to a lot more objective information that could be used to drive promotion decisions, but that still doesn't happen.
> There's something fishy about how developers continue to demonstrate the ability to write/ship software but they don't get regular raises
They do, there is an L4 to at least L7 track as an IC in BigTech and even on the corporate dev side, you can job hop your way from $80K to $170K in most major cities in the US within 8 years of starting your career.
> It's also like your above post about L6s doing multiple L5s worth of work
I didn’t mean to imply that an L6 is doing the same type of work, as a purposeful L5 I likes being able to deep dive on one “work stream” from requirements, to implementation to handover.
An L6 wouldn’t be putting in more hours they would be coordinating the work of multiple L5s. They aren’t doing more work, they are doing different work. Their contribution is valuable. But someone has to be in the trenches doing the work.
>And how many successful CEOs of large companies were successful without demonstrating they could manage a large org before getting promoted.
I don't know, most of them? Most companies have their founders as their CEOs until they become very successful, and these are their first gigs as CEOs of a big company, right?
No, I didn't, I'll reiterate what I said - that most of the CEOs start as founders and remain with their companies until they're successful (without being replaced to get there) - and beyond, so most successful companies actually have "inexperienced" CEOs.
Not "adults", just corporate drones, usually stiffling what made the company great.
In a real capitalist society where success wasn't tied to optics and stock performance but actual products, the "adults" would have burned the company to the ground.
>You do remember the shit show that Steve Jobs was as CEO the first time
I remember him making the product that saved the company and had their future 15 years without him based on. And I remember him being ousted without be given a chance by pencil pushers.
The company would have been dead without the Apple //e that kept it afloat for 3-5 years. The Mac didn’t become the revenue generator until 1989. It takes more than a “good product” to be a viable business.
And how many successful CEOs of large companies were successful without demonstrating they could manage a large org before getting promoted.
And who are they going to “learn” from and what happens to the company as they are learning? What do you think happens to a department consisting of in demand developers when they get an incompetent manager?
Even though I mostly worked at small companies before working at BigTech, I did work at one at the time F10 non tech company from 2012-2014. An incompetent manager who was good technically got promoted. Within 6 months his entire team of 14 left.