191–200 of 495 posts
Earlier quoted context omitted.
Economies aren't that simple.
Ok then, can you explain why wages for programming jobs are low-ish in Europe even when there is, apparently, a shortage?
One of the reasons that I saw, is that training is very expensive for the company (both in terms of money, opportunity cost, time of other people, etc) which combined with people changing jobs often produces low, or negative ROI. By the time person is trained, they leave, before they start to meaningfully contribute. More experienced folks also change jobs often, but you have higher chance of getting some productive…
In my experience this means that the vast majority of hiring through standard postings my companies have done are for mid to senior level positions to keep a good variety of experience in the team. For the hiring I've been involved with, it often comes down less to whether the person ticks off all the boxes, but rather whether they can actually do everything that comes with the job. If you are getting rejections for missing one or two things, I'd recommend evaluating how you are coming off in your resume and interview and make sure you are emphasizing that you are able to learn quickly on the job.
Earlier quoted context omitted.
The other replies touch on this, but I'm gonna get straight to the point: Does your friend give them actual, meaningful raises as they grow? Is he actually paying competitively to begin with? Because I think if you have this pattern that consistently, it's really likely that either you're underpaying to begin with or your raises suck or are not even present. I love working at small companies. It's by far my preferenc…
One could argue that their "raises" were paid in training
First of all the shortage of devs is mostly a myth. Companies that know how to hire don't have problems hiring. the problem is most software companies don't know how to hire and thus have a lot of problems. Or they're located in some impossible location like palo alto or San francisco and try to low ball everyone with salaries under 200K in a location where housing costs 3million$ plus. About hiring junior devs. You…
I think the reason is simple: once the junior dev is trained, they will leave. To be clear, I am not saying that they are obliged to stay in the company that trained them or being ungrateful in any sense, I am simply implying this is a common outcome from such training. In software industry, the first job switch in 2 years seems pretty common and reasonable, and the dev by that time would be able to strike a better j…
My advice is to keep learning on your own time, push yourself to learn a valuable skillset e.g. React (as you say you do frontend) and make something with it. For a new hire getting familiar with a project is a given, even a senior needs time to do this. However knowing a language, framework, or skill is your responsibility before applying for a job.
I've applied for jobs that were above my experience level but ended up getting hired anyway while I didn't have enough "years" under my belt I knew the domain and tech stack required for the job. This often meant when applying for a senior job I'd get signed as an intermediate and same with intermediate roles where I was hired as a junior. Once your foot is in the door, if you work hard it will be apparent that you're adding the value of more experienced member than your current job title and from there its an easy promotion discussion.
Just my 2cents. Know your stuff, that's your job and stay humble the promotions and opportunities will come.
I think the reason is simple: once the junior dev is trained, they will leave. To be clear, I am not saying that they are obliged to stay in the company that trained them or being ungrateful in any sense, I am simply implying this is a common outcome from such training. In software industry, the first job switch in 2 years seems pretty common and reasonable, and the dev by that time would be able to strike a better j…
A friend of mine runs a web dev shop and I have seen him train at least six people from zero-to-pro (very smart, fast learners with a math background) and what you described is exactly what happens. Once they become medium/advanced-level proficient they often quit and move on to other, bigger companies. If there was some formal, or informal understanding that candidates "trained on the job" would stay for a few years…
They need (not just want, but need) progressively more and more autonomy, bigger and bigger tasks, more and more responsibility. It also helps when the company culture/management is such that they can talk openly about their preferences and dislikes. It does not mean they should get everything they want, but there should be no "punishment" for saying what they want.
I think the reason is simple: once the junior dev is trained, they will leave. To be clear, I am not saying that they are obliged to stay in the company that trained them or being ungrateful in any sense, I am simply implying this is a common outcome from such training. In software industry, the first job switch in 2 years seems pretty common and reasonable, and the dev by that time would be able to strike a better j…
Now I hear you, they cannot force you to stay in a company (slavery laws and such). Well, the way it was structured legally is that Nestle was loaning money to the individual for Nestle's course. Then the debt would disappear as long as you stay the right amount of time. Oh, and also it was mandatory to take the course for the role this guy was trying to transfer to.
Of course, the employee would study on the side while working the normal fulltime job and even get complains for missing 2 days for the tests.
If I recall correctly (but don't trust this paragraph so much), the training was internal but it was preparing for 2 external tests (once every 2 years).
Earlier quoted context omitted.
Embed salary upgrades within the employment contract. We already know jumping gives on average a 15% salary increase every two years, so you just have to beat or match that. Now people might still leave for more interesting projects, but you get one of the larger motivational factors out of the way. People often leave because negotiating a salary upgrade is way harder than navigating an interview. So, unless your hid…
The problem from zero to hero is more than that. Entry-level college graduate non-developer positions might net 50-60k even in the Bay Area. So if you hire a 22 year old with a degree at that base and then teach them how to be a react pro over the course of two years they will then be eligible for 100k+ salaries. That's a 200%+ increase that is very difficult for even modern businesses to take sitting down. If Starbu…
Because businesses would rather have a person leave and then hire someone at 1.5x or 2x their salary than just pay the first person 2x what they were making the year before.
This happens all the time. Employers want to have 2x people at 1x prices, and that doesn't work for long.