I worked on the infra team for a TypeScript-based product downstream of the author. His and his team's approach and writings influenced at a lot of my thinking about core development, and I'll always be grateful for having had the opportunity to learn from them by osmosis.
The success or failure with which any companies hires and retains folks like these is a mystery to me. As the evidence shows, Google (and I suspect almost any >100-person company) is far too much an amorphous glob/slime mold to even have a single coherent approach to this problem. But what are the successful strategies here? How important is it even to retain this kind of talent? How do we know how a company is even doing in this regard?
In my meager-in-comparison 6.5 years at Google, while I certainly saw many amazing SWEs come and many go, I'm far from knowing what the real trajectory was. But I can imagine that for many folks, the perceived trajectory would be a major motivating or demotivating factor to stay or to leave themselves.
The success or failure with which any companies hires and retains folks like these is a mystery to me. As the evidence shows, Google (and I suspect almost any >100-person company) is far too much an amorphous glob/slime mold to even have a single coherent approach to this problem. But what are the successful strategies here? How important is it even to retain this kind of talent? How do we know how a company is even doing in this regard?
In my meager-in-comparison 6.5 years at Google, while I certainly saw many amazing SWEs come and many go, I'm far from knowing what the real trajectory was. But I can imagine that for many folks, the perceived trajectory would be a major motivating or demotivating factor to stay or to leave themselves.