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The one-salary experiment, ten years in

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11–20 of 309 posts

Re: The one-salary experiment, ten years in

#11
They can say all of the feel good stuff they want. I always have the same question - are there outside investors? If there are, by definition the entire purpose of the company is an exit strategy. Statistically, that exit strategy is to be acquired. As an employee without equity you should have no loyalty to the company above getting a check every two weeks and doing your best work during those two weeks.

The owners of the company are concerned with maximizing their returns - you should be also.

The “lifestyle businesses” are the only ones where I believe that there is any chance of the founders being truthful that they want to “have a different type of company.”

Re: The one-salary experiment, ten years in

#14
Maybe it's not a bad thing to avoid hiring narcissistic overconfident wannabe rockstar developers :)

I'm not saying there aren't awesome developers who are worth their weight in gold. But maybe some shops don't need them.

That said, allowing for a single salary per level for junior/senior/.. might be fine too.

Re: The one-salary experiment, ten years in

#15

As an economist, you'd expect them to have trouble attracting highly skilled people seeking only wages. On the other hand, also as an economist and from my own personal experience, there's a whole host of non-monetary benefits a flexible business can provide (which other businesses and corporates seem to balk at), and there's also the little talked about preference of some people wanting a negative correlation betwee…

All I want is the ability to get compensated for benefits I decline, particularly the company health plan. I've never been able to negotiate this successfully.

Do you really care if you get paid $190K + $10K because you didn't take the medical plan vs just getting paid $200K whether or not you take the plan?

Re: The one-salary experiment, ten years in

#17

The article says that the top 10 % for software developers in SF is $136,000 (and they state that this is low). I thought that the top 10% is around $200k of compensation? Am I wrong?

I think the issue is they got that figure from a site that only counts base salary, when a lot of high end dev compensation comes as bonus or stock.

Re: The one-salary experiment, ten years in

#18

The article says that the top 10 % for software developers in SF is $136,000 (and they state that this is low). I thought that the top 10% is around $200k of compensation? Am I wrong?

You are correct, $136k is barely above entry salary, $200k I would say is the higher end of average for senior+ devs, salary only, not including bonus or equity.

Re: The one-salary experiment, ten years in

#19

The article says that the top 10 % for software developers in SF is $136,000 (and they state that this is low). I thought that the top 10% is around $200k of compensation? Am I wrong?

$136k base, other incentives are usually at least $25k. After a few years experience $180k - $200k base is more common. I’ve been offered that a few times and everyone I know makes more than $136k base after some experience

Re: The one-salary experiment, ten years in

#20
post #8

People have written books on this stuff. There's an entire field of research on this subject and I think tech people discount it for being "too MBA". One of the most important findings is that pay generally will never motivate employees, but it will reduce their incentive to leave. Generally most job factors affect one of two separate but related scales: motivation to stay and reluctance to leave. Entirely non-surpri…

What’s the difference between motivation to stay and reluctance to leave?
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