Comment by prepend
7 years ago
I think this is part of the perception that machine learning is magical. This problem is as difficult as getting an accurate IQ.
If you’re going to base pay- something really serious- on such an algorithm, it must be open and reproducible.
Google is really good at this and that it doesn’t exist in a useful way is a signal that there is no algorithm. It would be extremely valuable to companies to know this like a credit score.
I think when there are natural incentives, resources, and open problem it means that we don’t really have resources or doesn’t exist and needs more time and innovation to solve the problem.
That's why I specifically excluded deep learning stuff. I was imagining something much simpler only marginally more complex than title base salary + x * years experience + y * years at google. Where the factors are initially chosen to get close to the current state.
How about standardised bands for competency? E.g. a software engineer level 3 step 2 has mentored three people, been the tech lead/written the OKRs for a 6-month project, and has X years of experience on other projects (in the earlier levels)?
Then it would be a simple HR policy to assign that engineer to whichever compensation band covered those levels when they joined a new company.