>Conceptual examples (not looking to argue about the specific bar)
Again, not trying to debate what the specific bar should be, just giving examples of the kind of metrics you can use. What's your preferred alternative? Lines of code? Whenever your boss feels like it? Stuff like that is why no one believes a "senior staff superstar" from the hot startup of the week is any good and requires them to do whiteboarding.
Again, not trying to debate what the specific bar should be, just giving examples of the kind of metrics you can use. What's your preferred alternative? Lines of code? Whenever your boss feels like it? Stuff like that is why no one believes a "senior staff superstar" from the hot startup of the week is any good and requires them to do whiteboarding.