I have been wanting to write this post for quite some time, mainly to harvest whether it is an industry phenomenon, and now that I finally have comments working again after the lovely group has ceased there DoS attacks on the main site, I can finally gain feedback from the greater community as to whether this is something that I have solely experienced, or if it occurs on a grander scale.
While I haven’t been in the professional development industry that long, I think that I have been in it long enough to notice one main concept.
If one desires to move up the corporate ladder, gaining higher positions, let’s say, from a *Consulting Developer* (so let’s assume the title of Consultant or Senior Consultant) to someone with their fingers in a little more higher level stuff regardless of with a company or client, so something that is basically considered a higher development position or management role (for this let’s assume the title of Principal Consultant or another management clichÃ© here), that within said company the time frame to do so is much larger than just straight up switching companies. As I say this, do take note that I have been at a lot of companies in my past since I really only look for federal contracts that appeal to me (since I really don’t want my clearances to lapse I rarely work out of the federal industry), and this is not limited to one, but rather touches on literally all of them that I have worked at. I find it very intriguing because I would think that for company staffing resources it would be relatively consistent across the board, both are looking at your experiences, accomplishments, and aggregate knowledge, however the ratio of offers coming from external companies for the positions I am attempting to describe, well, overwhelms any type of hinting that happens from an internal company.
So, I ask you reader, is this your situation as well? I would love to hear for someone that works in the human resources division at their company.
Realistically, the only thing that I can think of is that:
1) Why move a good SharePoint developer to a new position since we can pay him the same and not risk laying responsibilities on him/her. Let’s face it. A good SharePoint developer is one that produces. So why take that away?
2) The external companies consistently have the higher level / management positions open, whereas out of all of them I have worked at, those positions don’t exist (*unlikely*).
3) I am an asshole in real life (*likely*) :-) , but I look really good on a piece of paper.