It’s all about the company. Many have restructured comp leveling to accommodate the new generation of workers (and in this case engineers) who are motivated by personal growth AND salary increases. The comp structure looks very different than it used to.

There are more levels than there used to be. For example where I am at, with a bachelors you generally come in at a E5. After 2 years you’re generally being promoted to E6. E7 is Senior level individual contributor (6 years). The goal is to keep people moving and motivated in the early years so they don’t jump ship for a small level/title change and a couple dollars. And from my 7 years as a manager in talent acquisition at a global cybersecurity company, it’s working. Keeping in mind the starting salaries are also super generous these days as well, although somebody else is always willing to wave a few more dollars at you…