41–50 of 169 posts
Open salaries are only great if you’re some introverted, beta developer that can’t speak up for themselves. “Everyone’s the same. Hooray Marxism!” If you’re good and you have any sort of gumption, negotiate hard and take the money the feeble leave on the table.
Open salaries are only great if you’re some introverted, beta developer that can’t speak up for themselves. “Everyone’s the same. Hooray Marxism!” If you’re good and you have any sort of gumption, negotiate hard and take the money the feeble leave on the table.
Even trying to put yourself in a position to negotiate doesn't work: PDF https://pubsonline.informs.org/doi/pdf/10.1287/orsc.1110.069...
Why do companies continue to pay out higher salaries to devs in high cost of living areas? In this case, their payscale pays out 30-50K more in high cost living areas vs low cost areas. Rather than blow revenue rewarding bad life choices, offer to move them to an area with lower costs of living. Do that for only 10 employees and you have 300-500K EVERY SINGLE YEAR to re-invest into your company. In practically any ot…
What's an advocate in this context? It's their biggest department, bigger than marketing?
Wow, this is really terrible. This looks like a PR explanation for why they're slashing everyone's salaries. A cursory glance shows everyone either staying the same or dropping. > One of the toughest decisions we made with the new formula was to remove the annual 3% loyalty increase given to teammates for each anniversary from their start date. > We looked at a lot of options and in the end decided to remove it as it…
Yes, but I assume the SF scale is indexed to that annually (ie: the bay SF pay will go up itself probably more than 3% anyway).
The approach Basecamp (37signals) has with picking a location, then paying people based on 95% percentile (top 5%) market rate regardless of where they live is just much easier to explain to employees than some arbitrary multiplier thing that just leads to endless discussions.
https://m.signalvnoise.com/how-we-pay-people-at-basecamp-f1d...
Why do companies continue to pay out higher salaries to devs in high cost of living areas? In this case, their payscale pays out 30-50K more in high cost living areas vs low cost areas. Rather than blow revenue rewarding bad life choices, offer to move them to an area with lower costs of living. Do that for only 10 employees and you have 300-500K EVERY SINGLE YEAR to re-invest into your company. In practically any ot…
I'm going to target in on "bad life choice", most people end up where family are, especially if they have kids, schools are good, jobs are available. I don't think anyone who works remote starts in Nashville then goes to NYC on some thought they could get a salary increase to cover.
I may be misunderstanding what you're saying, but people definitely move from places like Nashville (where I live now) to places like SF and NYC (where I'm moving next year) to increase their salary.
No one pays devs mid-six-figures in Nashville, but you can make that in SF and NYC (not easily, but possible).
Whoa $121k in Spain that's a superstar salary for a programmer there. Average for programmer according to glassdoor is 35,000 euro = ~42,000 usd.
Earlier quoted context omitted.
Because if you do that, they'll find another employer that doesn't force them to move. Living in a high cost area is not a "bad life choice".
I moved out of a high CoL area to somewhere I actually enjoy living. And brought the salary band with me. No chance I'd work at Buffer, given they'd halve my salary because of my zip code. Other remote jobs don't. No brainier.