A "10x developer" isn't just a brilliant coder but a skilled person in an environment with zero organizational friction. By giving them total ownership, clarity, and trust to make decisions, you remove the blockers that bog down average developers in large companies, unlocking 10x productivity.

Companies mistakenly bundle management with authority, forcing top performers onto a management track to gain influence. Separate them. Define management's role as coordination and context-sharing, allowing senior individual contributors to drive decisions without managing people.

Challenge the 'hire slow' mantra. Hiring is an intuitive guess, so act quickly. Once a person is in the organization, their performance is a known fact, not a guess. This clarity allows for faster decisions—both in removing underperformers and, crucially, in accelerating the promotion of superstars ahead of standard review cycles.

The belief that simply 'hiring the best person' ensures fairness is flawed because human bias is unavoidable. A true merit-based system requires actively engineering bias out of processes through structured interviews, clear job descriptions, and intentionally sourcing from diverse talent pools.

Recoiling from Flipkart's complex leveling system (which spawned an "SD 2.5" role), PhonePe's CTO implemented a flat hierarchy with minimal titles. This structure aims to focus engineers on impact and capability growth, rather than chasing promotions and labels.

Tying SDR promotions to time-in-seat fosters stagnation. Instead, create a clear, multi-level roadmap where advancement is based solely on hitting performance thresholds. This model rewards high-achievers, provides constant motivation, and gives reps control over their career trajectory.

Palantir's success stems from its "anti-playbook" culture. It maintains a flat, meritocratic structure that feels like a startup despite its size. This environment fosters original thinking and rewards those who excel outside of rigid, conventional frameworks, turning traditionally undervalued traits into strengths.

To bypass subjective debates and gain influence, junior engineers can build prototypes for all competing technical approaches. By presenting concrete, comparative evidence after hours, they demonstrate immense value and can quickly establish themselves as technical authorities, accelerating their path to leadership.

At Crisp.ai, the core value is that the best argument always wins, regardless of who it comes from—a new junior employee or the company founder. This approach flattens hierarchy and ensures that the best ideas, which often originate from those closest to the product and customers (engineers, PMs), are prioritized.