Ryan Peterman

But R8s probably are better than the 10s in a couple of other teams.

If you want to be a 10, you maybe should be in that team instead.

And I think for some people, that would really turn them off.

But I think part of this was, again, the agency and selection mechanism, as I think

PyTorch selected people who actually just loved engineering as engineering.

And then there were people who were willing to tolerate slightly fewer promotions.

And ironically, what I think was interesting, though, was that it became a bit of like...

magic thing that kind of turned out well, which is because people perceived PyTorch to hold such a high bar, it was much easier for us to convince people outside of PyTorch that actually our people were ready for 8 or 9 or 10.

Whereas other teams, when they tried to make this argument, they're like, oh, but you guys are not well known for holding a high bar.

Maybe you guys are just overselling these people.

But in PyTorch, people were like, oh yeah, you guys hired our guy and thought he was pretty bad, so actually we think you probably are credible.

And I think that, like,

Again, it's like in the short term doesn't actually accumulate as fast, but I think in the long term does have a ton of benefits.

Whether it is the absolute like compensation maximizing algorithm, I'm not sure.

And that's where I have a little bit like torn up torn.

But for me, I was also like I was willing to get 20% less compensation to be in a place that I was more proud of.

Yeah, I mean, it would come out flat out in opportunity chats where we tried to hire someone and they're like, hey, PyTorch is cool, but aren't you guys really underleveled?

That would be the first question people would ask and have to be like, maybe, or maybe we're holding the right levels.

You got to decide where you want to take a chance on us.

But I think the flip side is that we really did train people.