The first thing you need to be in a > 50% raise situation is an employee that was acquired for incredibly cheap. (Epic combination: one of this first jobs + don't know the market + just came from abroad). [That makes your first two points moot because that guy is the one making significantly less money and he's not identified at the right level].
The second thing is that he's actually good and he's been working for 1 year here, doing valuable stuff. He's gained a lot of value in the meantime and he can totally leverage the job he's done to sell himself in an interview.
Let's give some numbers. The dude started at $80k base with little advantage. Over time, maybe he's gone up to $90k and you got an incredible healthcare plan. It's fine from your point of view.
From the point of view of your competitors. Your guy has been vetted by your company. He's proven and he may even have rare skills that are now easily noticeable. They will offer "market rate" and fight each other mercilessly. The package will be around $150k base (which is nothing extraordinary for that position) + $40k in yearly bonus/stock that he didn't have at your company + various other advantages + they'll also pay $50k in recruiter fees cuz he went through a recruiter.
Now, you've got a guy that is paid $90 at your place that other companies are willing to pay upfront $240k to acquire. Hope they'll never find out about your gold ;)
The first thing you need to be in a > 50% raise situation is an employee that was acquired for incredibly cheap. (Epic combination: one of this first jobs + don't know the market + just came from abroad). [That makes your first two points moot because that guy is the one making significantly less money and he's not identified at the right level].
The second thing is that he's actually good and he's been working for 1 year here, doing valuable stuff. He's gained a lot of value in the meantime and he can totally leverage the job he's done to sell himself in an interview.
Let's give some numbers. The dude started at $80k base with little advantage. Over time, maybe he's gone up to $90k and you got an incredible healthcare plan. It's fine from your point of view.
From the point of view of your competitors. Your guy has been vetted by your company. He's proven and he may even have rare skills that are now easily noticeable. They will offer "market rate" and fight each other mercilessly. The package will be around $150k base (which is nothing extraordinary for that position) + $40k in yearly bonus/stock that he didn't have at your company + various other advantages + they'll also pay $50k in recruiter fees cuz he went through a recruiter.
Now, you've got a guy that is paid $90 at your place that other companies are willing to pay upfront $240k to acquire. Hope they'll never find out about your gold ;)