331–340 of 424 posts
Why would you want full time permanent workers? In theory, you shouldn't have to match FAANG rates since you should be hiring a different class of developer (who couldn't make it at FAANG, like bad at LeetCode).
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> I'll take interesting work over tech stack any day. I don't give a rat's ass about language wars For me, having a Windows (Server) environment is enough to kill my interest. I know several shops in my area (mostly medical field adjacent tech) that are entirely Windows. That's probably more because of my extensive *nix background than anything. Language doesn't matter, but platform can/does to some
I'm kinda the same, except one further: I don't think I ever want to use Visual Studio again. I cut my teeth on Emacs and find VSCode a decent compromise but Visual Studio is just such a clunky editor. Extremely limited UI customization and code highlighting options and such. I don't like it at all
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> 5. Raises that matter. Not some 1 or 2 pct insult. There's no excuse for that. None. Is a big one. I am very unsure why companies seem so reluctant to do this when the cost of hiring and training a replacement are non-negligible.
I think a big reason is because that "1% to 2% base pay raise" gets hidden behind bonuses that (usually, but not always) seem bigger, plus stock-based pay that tends to be bigger every year (until it isn't). For me, it's not as gigantic of a deal because as long as my raises cover the rising cost of rent--which it might not this year due to where I live becoming even more massively popular in the wake of COVID--then…
But that wasn't the case, at least for me.
Why are they leaving? Is it just the money? Are you sure? Is there some other sweetener missing? A recruiter friend of mine says she could probably steal half of most corporation's engineers just by learning the non-financial pain points and addressing them. Businesses often have weird ideas about how nasty / ruthless they can be. Usually though its little things not even on the nasty / ruthless scale. Direction/Mana…
tell your recruiter friend to go ahead. do it. then let us know how that went.
Technical recruiter here. For okay-paid fulltime roles, you won't never attract people who are after the money. These people will always prefer juicy contracting rates to your small company salary. You have to try to find people who care less about money and more about other perks like remote work, interesting tasks, a strong technical team, meaningful mission etc. In Switzerland, which is my market, freelancers aren…
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I put 'payment due on receipt of invoice' right on the invoice. That's worked for me even at large companies with policies of net-30, net-60 or even net-90. I submit; the payment shows up in a week or so. Another way: give a 2% discount for payment within 30 days. Haven't met an accountant that passes up a discount.
I think this works for a small company, but large companies, that outsource their payment team, they probably don't care... They usually don't want to deal with anything weird from a vendor, or if they do, they'll screw something up with payment.
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I just see the home page briefly and then it refreshes and i see just white space. Maybe some javascript / redirect crap?
Ah that sucks. I just downloaded Firefox for mac and it loads ok, must be a Debian issue, will need to try and get a Debian boot to fix, damn
Why would you want full time permanent workers? In theory, you shouldn't have to match FAANG rates since you should be hiring a different class of developer (who couldn't make it at FAANG, like bad at LeetCode).
being bad at leetcode has nothing to do with being a good engineer
There are plenty of good engineers who can't pass LeetCode style interviews. This effectively removes them from that FAANG compensation level and allows companies to hire them at a lower compensation tier.
Basically, there's no point in competing with FAANG compensation since you can get their rejects, many of which are still great engineers.
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> Yea, I'm sure the new CFO starts with 2 weeks vacation, too. LOL I would add that if the company has "unlimited vacation time" it's really important to press and find out how much time people actually take. I like to ask for averages or how much time has taken off in the last few years. That'll tell you what the limits really are.
That's a very important point. My company has always had unlimited time. We just had an announcement from our HR head that managers are going to start making sure you take at least 2 weeks a year, ideally in a big block. I've never had trouble taking my vacation, but I'm really pleased that we're going to be enforcing a minimum, to help folks who are more hesitant to take theirs.
https://www.wsj.com/articles/SB10000872396390444914904577615...