[jvagner]

But this isn't usually the norm.

If this dev's trajectory is true, it's also something worth discussing with your management. There might be candidates for this kind of trajectory in your current dev pool, and any feelings contrariwise are to the detriment of your company.

Too often there's an emotional component to how employees are viewed. The employee today will be the same employee forever, if seen through the lens of a limited manager.

I'll say this: if you can do this 2-3 times, you should find your way to an org that can support and appreciate the lift you're able to provide. You shouldn't be holding yourself down to the poor standard of your current employer.

[Consultant32452]

Honest question: are there places where you can be a mid-level developer making $80k/yr and over the course of two years get raises and promotions lifting you up to $300k+? I've never heard of such a thing happening. In my experience, industry-wide, the only way to make that kind of raise is to leave.

[hysan]

In my brother’s company, they don’t pay anyone that much (yet), but what they’ve done to keep most of their juniors is to bump their compensation quite a bit when it’s clear that they have high potential and are realizing it. So raises end up being on the order of $10k+ a year in some cases. Combined with increased benefits (time off, etc) the longer you stay with the company, and they’ve found a formula that keeps their employees from jumping.

If you think about it from the perspective of the employee, you are working for an employer who is giving you sizable raises, continual career growth, long term benefits, and a team you enjoy working with. You can perhaps maximize your pay by going through the whole interview cycle and ending up with $10-20k bump, but is that worth it? There is no certainty that the next employer gives such large raises or invests in employees.

As for your case - $80k to $300k jump - that is exceptional. It is not going to be the norm. Not if continual investment happens. Based on your example (10 yrs experience), if they kept investing in that employee, they would have surpassed $100k long ago. If they hit the salary ceiling after 4-5 years, then conversations would shift. Maybe more days working from home, etc.

In my opinion, if you see such jumps happening regularly, then it is 100% on the employer for creating an environment that breeds large wage-skill gaps.