In software engineer skill matrices, **high competency** (ratings 4-5: Exceeds Expectations/Role Model) means seniors independently refactor legacy systems, enforce code quality via reviews, deliver OKRs, and architect scalable multi-service solutions. For NYC IT startups, prioritize these in hiring to test demand for targeted R&D campaigns that gauge interest and feedback, ensuring hires drive rapid innovation and reduce risks. (278 chars)
In software engineer skill matrices, **moderate competency** (often rated 3/5 as 'Meets Expectations') means consistently delivering core responsibilities independently, like designing features or writing extensible code, without needing support. For NYC IT startups hiring seniors, it signals reliable performers ready for complex tasks but not yet excelling in leadership or architecture. Use in R&D campaigns to target feedback from mid-senior talent, gauging demand for upskilling tools that bridge to advanced levels and refine hiring precision. (278 chars)
In software engineer skill matrices, **low competency** (ratings 1-2) signals engineers miss core duties, like fixing bugs independently or writing maintainable code, needing heavy support. For NYC IT startups hiring seniors, this flags risks in scalability and ownership, vital for fast-paced environments. Use targeted campaigns to assess demand for training tools that bridge these gaps, ensuring hires meet IC5+ levels. (278 chars)