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FWIW we [0] employ a lot of people in the EU working remotely and a large part of them earns SF/NY salaries. Probably a strong selection bias to the types of companies that choose to work with us. [0]: I'm the CEO of remote.com
This could create a "golden chains" situation for employees, whereby they don't leave their job only because of the money, despite not being happy or as productive as they could be.
My initial reaction to "oh woe, my employer pays me so much that I don't want to leave!" is "… and this is a problem?"
Let's see how long this lasts. This used to be the pathos for many US manufacturers 30 years ago, but it did not last.
Make hay while the sun shines. A true shift to remote work, should it happen, spells the eventual end of insanely high SF FANMAG salaries. Market forces will soon close these opportunities. My limited experience tells me people aren't prepared for homogenization of salaries across geographies: South East England, outside London: 1x London: 2x New York: 3x San Francisco: 6x On making hay: A friend of mine is currently…
This could create a "golden chains" situation for employees, whereby they don't leave their job only because of the money, despite not being happy or as productive as they could be.
It's a classic #firstworldproblem that many wish they had. I certainly wouldn't blame the employer for that.
This could create a "golden chains" situation for employees, whereby they don't leave their job only because of the money, despite not being happy or as productive as they could be.
It could also be a fast track to the financial freedom. Work for 10 years receiving an SF salary living in a low COL area, save agressively and invest in low-cost broad-market ETFs. One should be pretty well financially doing this.
You pay tax when you take your pension of course, but by that point its on your terms.
Make hay while the sun shines. A true shift to remote work, should it happen, spells the eventual end of insanely high SF FANMAG salaries. Market forces will soon close these opportunities. My limited experience tells me people aren't prepared for homogenization of salaries across geographies: South East England, outside London: 1x London: 2x New York: 3x San Francisco: 6x On making hay: A friend of mine is currently…
Fact is, good engineers that can scale reliable systems, build product, work with other teams, mentor junior engineers, etc. are still damn hard to find.
This could create a "golden chains" situation for employees, whereby they don't leave their job only because of the money, despite not being happy or as productive as they could be.
US salaries are mostly discussed before taxes, while often for EU countries it's after taxes and/or after mandatory health insurance and retirement savings.
PSA: When comparing US and EU salaries (or anywhere, really), use total cost to employer (excluding fixed office costs), or total benefit to employee (incl. taxes paid in their name and health/retirement costs). US salaries are mostly discussed before taxes, while often for EU countries it's after taxes and/or after mandatory health insurance and retirement savings.
Citation? I think pretty much all salaries discussed in Europe was before tax
(Stock option on the other hand are usually not counted)