this post was submitted on 25 Feb 2026
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Fun fact: I had a career in which I was in charge of hiring other people to fill the expanding roles in my department, and was tasked with hiring ‘more of myself’, but I was not allowed to even consider people with my own qualifications.
I was mostly self-taught, and was only allowed to consider people with at least a bachelor’s degree in a field that didn’t even really exist yet.
e: You can probably guess how that went.
I had a similar problem. Writing JDs for new roles I had to fill I was constantly getting them knocked back by HR.
Finally HR called me and explained that for what the job entailed we couldn't possibly pay the market price for it.
I was like but that's the job. Shit I thought I had even made the JDs pretty succinct and austere already.
Nup, apparently we'd be paying upward for $100k for a job the guys in team were only getting $60k.
As you can imagine we got a lot of applications but 90% weren't even close to what we needed.
Same.
I personally don't like hiring uni graduates. Their utterly lost and difficult to motivate. And almost always what they learned in university does not help whatsoever in the role. Especially dev roles.
For the work I'm involved in there a lot of exception handling. Solving the bugs and looking at the relationship between the stacks. It's more of a puzzle.
Sorry, but this is kinda separate:
&
This is literally what labour unions are for?
And it sounds like everyone doing the role for $60k should have been looking elsewhere.
I would love it if unions entered my workplace but we're far to complex and technical. Not to mention in my industry we go through a good 2-3 restructures a year (yeah I know it's bat shit insane)
In lieu of a union I made it my personal aim to get all my under paid employee bumped to much higher pays. Which was a problem because my team generally only took on existing employees who showed aptitude for technical and complex stuff.
In returned they got a detailed and complex training on everything from sql, to parsecing very large amounts of data, to building complex mappings and results.
Under older management they were often left on their previous pay. I found that really fucking disgusting so I made sure to build a rating system that fairly rated them but made sure that rated/scored/reviewed work automatically ended up on their end of year statement. It was all built using MS stuff. It was cool. I could go in, score their work, it graded them, weighed for complex vs simplex (and different roles) generating a single score. I could do it all year around so if something flag I could easily raise it in our catch ups. I had 3 teams across the entire country (I did a lot of travelling so I could meet my guys and hang, coffee, beers, lunch etc)
It basically meant that everything was documented and very fucking detailed, and because they were meeting the straight forward no sneaky lawyer trick KPIs it meant they were able to smash it.
So at EOY where we did peer review the other managers tried to shoot down my ratings for my guys (which gave them 10% bumps and hit their STI (approx $2-4k bonus) however kept coming up against the documentation.
It should be the number one goal for any manager to make it realistic and possible for their guys to get their bonus and pay raises.
Coz a happy team is a good fucking team. As a direct result of this effort we solved over 99% of all the work on our ledger by EOY.
If anything we were a little too successful. But that's story for another day.