| Yes, they're around longer than an extra month, but as these organizations see it, they would never get the valuable work they really want out of the eventually promoted juniors who burn out that quickly, anyway, regardless of work hours. The shortened tenure just reduces the cost of their process to find people who will thrive when they are given seniority and staff on top of their ability to work long hours well. If you want to put math on it, something like this might be the model: Value of low stamina junior employee, overworked: x Value of low stamina junior employee, 40h/week: 2x Value of high stamina junior employee, overworked: 1.5x Value of low stamina junior employee after seniority: 4x Value of high stamina junior employee after seniority: 5-10x This gap trend continues to widen up the ranks, up to the top, since the top executives of these companies still have to close deals with the most significant clients. My opinion is that up-or-out is a worse model for most organizations than a flatter model that promotes and pays ICs and technical leaders accordingly and doesn't assign outsized prestige to deal closers--but I can't deny these organizations are effective at selecting the right people for them. |