The entire framing is "how do I extract maximum value from candidates" - sorting people into "covetable senior talent" vs "almost replaceable juniors." There's zero consideration from a "lead" and a "mentor" on what the engineer actually gets out of this arrangement.
"Agents push humans up the org chart" - I wrote about this from a human angle instead of "great, now I need fewer people and the ones I keep better be obsessed.":
https://ossama.is/blog/disparity
The entire post reads like a sorting algo for humans, there is value in his suggestions but it's ridiculously cutthroat. Not to mention out of touch, suggesting a broke junior fresh out of college drops $4000 on a NVIDIA supercomputer to differentiate themselves from the competition?? I guess it's a reflection of the market.
1
1