This is Ye Olde “we don’t need titles, it’s influence that matters” debate. And it is usually true within one company, but the truth is that titles absolutely matter on resumes, so imho companies shouldn’t be jerks about doling them out (nor should they hand them out at random).
It’s useful for companies to define what they expect from the “Senior” role, and then give employees paths towards that promotion.
"It’s useful for companies to define what they expect from the “Senior” role, and then give employees paths towards that promotion."
This.
Managing and aligning expectations is the one of the most important aspects of any working relationship in an organization. And if you've got a lot of people in an organization you absolutely need a shorthand for finding a reliable contributor to handle a responsibility.
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This is Ye Olde “we don’t need titles, it’s influence that matters” debate. And it is usually true within one company, but the truth is that titles absolutely matter on resumes, so imho companies shouldn’t be jerks about doling them out (nor should they hand them out at random).
It’s useful for companies to define what they expect from the “Senior” role, and then give employees paths towards that promotion.
"It’s useful for companies to define what they expect from the “Senior” role, and then give employees paths towards that promotion."
This.
Managing and aligning expectations is the one of the most important aspects of any working relationship in an organization. And if you've got a lot of people in an organization you absolutely need a shorthand for finding a reliable contributor to handle a responsibility.