the entire point is that companies spend far more money having to replace current employees because they don't give raises.

Recruiting and onboarding a new engineer takes months and the lost productivity is at least 100K when you factor in engineering hours spent interviewing, recruiter fees, months for new dev to learn code base, etc.

Each company has to decide which departments will run which parts of the company.

In a company where HR or Finance runs tech, you’ll get one set of outcomes. Those outcomes are likely different than if tech runs tech. It’s not shocking to me that Google and Netflix get the results that they do; in those companies, HR/Finance isn’t running tech.

You might have constraints but you can still raise your voice EACH time attrition happens because of constraints. Only then will the system change and make lives easier for everyone.

If not, you are forever going to be stuck in the cycle of hiring and attrition.

Speaking from experience, most large tech companies view engineers as area under the curve, as fungible hours. Speaking out about attrition usually doesn’t have any impact at all above the Director level.

> Speaking from experience, most large tech companies view engineers as area under the curve, as fungible hours. Speaking out about attrition usually doesn’t have any impact at all above the Director level.

And blindly accepting things as it is, is the root cause of corporate decay.

If you want a high performance team that cares about management and the job, management will have to return the favor. If corporate structures prevent managers from doing this, managers need to band together and fight HR or whoever is far behind the curve.

Sorry, you are representing your company to the ICs. If you, a middle manager, can't talk to the powers-that-be to change the system, your reports will lose their trust towards you.

I never said I was a middle manager. You’re assuming that an experienced view is somehow an endorsement of the status quo. I specifically lead a very high performing senior team and this issue is the reality that we struggle with.

You need to have a realistic view of how things work to make progress, and managers banding together is comically unrealistic.