The combination of this article and this HN discussion is pretty interesting to me.
I recognize the whole 'management is evil' thing which I have found is a pretty common component. That tends to go away with experience (or at least get tempered into something more along the lines of it being a necessary evil.) but the title one is something I related to in the post and thought I would comment on.
The titles people have set expectations in the company and in their peers of what someone will be able to do or get done. Generally if the pay is sufficient, I've found you benefit from the lowest possible title because it allows work you do to be contextualized within the expectations of the title. If you're much 'better' than the title gives you credit for, then you will "exceed expectations" and get maximum rewards. One's ability to "move the needle" as it were, is really related to who you connect with at the company. And it is hard for introverts to connect with a lot of people so this is particularly challenging. But to put that in context, a junior person who has the respect and friendship of the CEO can have a huge impact, whereas a junior person who has nobody's respect and doesn't know anyone, will not have nearly as much ability to impact things. The key here is to not let your "title" to self edit you from interacting with everyone.
Pay grades however are a different story. An interesting conversation to have is how is pay decided and how is it influenced by contribution.
I recognize the whole 'management is evil' thing which I have found is a pretty common component. That tends to go away with experience (or at least get tempered into something more along the lines of it being a necessary evil.) but the title one is something I related to in the post and thought I would comment on.
The titles people have set expectations in the company and in their peers of what someone will be able to do or get done. Generally if the pay is sufficient, I've found you benefit from the lowest possible title because it allows work you do to be contextualized within the expectations of the title. If you're much 'better' than the title gives you credit for, then you will "exceed expectations" and get maximum rewards. One's ability to "move the needle" as it were, is really related to who you connect with at the company. And it is hard for introverts to connect with a lot of people so this is particularly challenging. But to put that in context, a junior person who has the respect and friendship of the CEO can have a huge impact, whereas a junior person who has nobody's respect and doesn't know anyone, will not have nearly as much ability to impact things. The key here is to not let your "title" to self edit you from interacting with everyone.
Pay grades however are a different story. An interesting conversation to have is how is pay decided and how is it influenced by contribution.