Upskilling or hiring track

1st hypothesis: upskilling current talent will have 0.5x better ROI over 5 years than bringing in experienced hires from the market. 2nd hypothesis: internal knowledge is lost due to overfocus on features, a couple of initiatives could change this, e.g. learning lunches, internal meetups, pre- and post-mortem codifications.

Research questions and flow

What are the current impact band profiles? E.g. junior, senior, staff, principal software engineers, product owners, etc.

What are each impact band currently earns as salary? What are the market values of same profiles?

What are the overhead costs of a hiring process for experienced hires until they generate return?

List initiative ideas from the market that can be done internally to upskill workforce.

For each idea, estimate an impact value and a cost of starting and maintaining it.

Synthesize two key insights:

• upskilling ROI versus experienced hiring ROI over 5 years, why and what is the mix proposed
• internal knowledge initiatives in priority order with their impact versus cost