Blind leading the blind, but my thinking is this:

1. Use the tools to their fullest extend, push boundaries and figure out what works and what doesn't

2. Be more than your tools

As long as you + LLM is significantly more valuable than just an LLM, you'll be employed. I don't know how "practical" this advice is, because it's basically what you're already doing, but it's how I'm thinking about it.

▲

ares623 14 hours ago | parent [-]

Realistically, someone else + LLM at -10% compensation will be employed

▲

ubercow13 14 hours ago | parent [-]

Then why wasn't someone else employed at -10% compensation instead of you before LLMs?

	▲	bitwize 13 hours ago \| parent [-]
		Let's say LLMs add 50 "skill points" to your output. Developer A is at 60 skill points in terms of coding ability, developer B is at 40. The differential between them looks large. Now add LLMs. Developer A is at 110 skill points, developer B is at 90. Same difference, but now it doesn't look as large. The (perceived, alleged) augmentation by LLMs makes individual differences in developer skill seem less important. From the business's perspective, you are not getting much less by hiring a less skilled developer vs. hiring a more skilled one, even if both of them would be using LLMs on the job. Obviously, real life is more complicated than this, but that's a rough idea of what the CEO and the shareholders are grappling with from a talent acquisition standpoint.