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“Great resignation” wave coming for companies

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Re: “Great resignation” wave coming for companies

#591

Post by lanstin »

kamarg wrote: post #537
rubicon33 wrote: post #504

Earlier quoted context omitted.

And yet, they still persist on presenting leetcode riddles that have very little relevance to the job being interviewed for. If they were hurting that much for devs, you'd think they might lower the bar a little by not requiring a years study of leetcode.

It's more expensive to make a bad hire than to not hire someone and move a bit slower.

Leet code is neither sufficient or necessary to writing brilliant software. Your statement is true but Google, being mostly people cut from the same cloth, has group think about these issues. On the other hand, that monolithic culture is probably what has limited their success and kept them from being a more harmful monopoly.

Re: “Great resignation” wave coming for companies

#592

Post by blank_fan_pill »

dreen wrote: post #7

Im quitting and not looking for another job. Gonna use the savings to take a gap year, or a couple, work on some stuff I want maybe. Maybe more involvement in OSS is coming too? I've never had a gap year, it was all school, then immigration, work, university, more work. Any holiday time you fly back home. I kept hearing its not unusual for people in the west to take gap years, so thats what Im doing. edit: thank you…

IME 3-6 months is not uncommon but a full year is.

Re: “Great resignation” wave coming for companies

#593

Post by azinman2 »

davedx wrote: post #533
rubicon33 wrote: post #481

Earlier quoted context omitted.

It is worth noting that software salaries are artificially inflated HEAVILY due to a general unwillingness or lack of interest in hiring overseas developers. The second this changes, the bottom drops out of software. I don't know if it will ever happen that big companies begin openly accepting overseas applicants but if/when it does, you can expect that it wont be for 100k. Suddenly when you consider the entire plane…

This is absolutely untrue. In The Netherlands the government has a 30% tax rebate for devs who come from elsewhere and it’s leveraged intensely, more than half of the devs I work with at bigger companies here are usually not Dutch.

So the Dutch government is incentivizing hiring non-Dutch people??!

Re: “Great resignation” wave coming for companies

#594

Post by moron4hire »

rubicon33 wrote: post #481
aurelianito wrote: post #425

Earlier quoted context omitted.

Not the original commenter, but this is the situation in Argentina. I would love to do a remote gig and get 100k a year. I am a programmer with over 20 years of experience and I can program professionally in over 10 different programming languages.

It is worth noting that software salaries are artificially inflated HEAVILY due to a general unwillingness or lack of interest in hiring overseas developers. The second this changes, the bottom drops out of software. I don't know if it will ever happen that big companies begin openly accepting overseas applicants but if/when it does, you can expect that it wont be for 100k. Suddenly when you consider the entire plane…

I have seen succesful outsourced projects. They were more expensive than hiring local, because they required a massive amount of up-front analysis, requirements definition, design documentation, and involvement from an expensive middle-management tier of analysts. It took understanding that the process was going to be hard and have a lot of iterative rework. It took understanding that communication is hard.

Markets clear. If outsourcing were so great, it would have completely taken over by now. It has been tested for decades now and it hasn't.

Outsourcing fits really well for organizations that have a lot of explicit, documented, well-understood domain knowledge, for which the org is the key inventor. But that's not most organizations. Most organizations are operating by the seat of their pants, competing in markets where a large number of other orgs know their business. That they turn a profit at all is more a testament to the perseverance of a few, key employees than it is the exceptionalism of the organization itself.

Every axis of communication is a potential friction point, be it collocation, industry, experience levels, language, time zone, culture, personality types, etc. The more you can remove those friction points, the more successful your project can be. But outsourcing throws several of those out the window, never to be touched again. So you're left optimizing on the few that are left, where most companies only ever optimized on those axes that have already been removed.

Re: “Great resignation” wave coming for companies

#595

Post by ghaff »

syshum wrote: post #567
sokoloff wrote: post #473

Earlier quoted context omitted.

A $900K net worth is not enough to FIRE in my estimation. $36K/yr with the need to still buy housing is spartan and/or risky with a 60-year outlook.

the 4% rule is viewed by many to be very very conservative, many are looking at 6-8% as a better base line. Of course if you are retiring in your 40% you may want to be pretty conservative...

Of course, it's easy to look at the last ten years and nudge the number up.

Retiring in 40s is a pretty big decision. It's not impossible to re-enter the professional workforce in your late-40s or 50s, if things don't work out, but it will almost certainly not be easy.

Re: “Great resignation” wave coming for companies

#596

Post by lanstin »

notabothonest wrote: post #535
screye wrote: post #263

> Surveys show anywhere from 25% to upwards of 40% of workers are thinking about quitting their jobs. This number is meaningless without previous year trends. In my circles, everyone from 25-35 is simultaneously preparing to FIRE and no-one that's 35+ has actually changed jobs despite being 'financially independent'. Expressing intent to resign, and actually resigning are completely different things. (edit: to clarif…

Well, this is an ultra-cynical take on the article. It's also a little myopic in the sense that it assumes increased work flexibility must somehow have a high associated cost, such as loss of insurance, or lack of job stability. That just isn't the case. Although I don't believe that we're about to enter some form of work/life balance utopia, just from my own circle of friends, big changes are inbound. Firstly, many…

Absolutely this. And it showed that the work output itself is better when the knowledge worked is better off. At least for the teams I am interacting with. Less BS time and more good code.

Re: “Great resignation” wave coming for companies

#597

Post by Scoundreller »

Wonnk13 wrote: post #370
dcolkitt wrote: post #325

Earlier quoted context omitted.

> Expressing intent to resign, and actually resigning are completely different things. You have to ask yourself, why this is the case. And the simple answer is status quo bias. Many dream of a different life, but few will actually pull the trigger on a major change. However if a company suddenly changes an established working relationship, then all bets are off the table. If people have gotten used to WFH, and now yo…

>Never piss off your employees by taking away something they feel entitled to. I've read one of the easiest ways to break moral in an office is to simply take away the snacks. Forget nap pods, or walking desks- don't touch my clif bars!!

You can watch the snacks, but I check the TP quality. Easy to verify before you start as well.

Re: “Great resignation” wave coming for companies

#598

Post by screye »

viraptor wrote: post #339
jason0597 wrote: post #334

Earlier quoted context omitted.

> In my circles, everyone from 25-35 is simultaneously preparing to FIRE It's still shocking to me how "chill" this is. "Oh yeah, I'm about to FIRE, no big problem". Achieving FIRE is such a mind blowing concept to me, Let alone at 25-35!!! Where I live we don't have fat six figure salaries flying around allowing us to accumulate a chunky ETF portfolio to live off of. Be grateful for what you have achieved! > Suddenl…

> Achieving FIRE is such a mind blowing concept to me What's FIRE in this context?

FI = Financially independent = Have enough assets to sustain an acceptable lifestyle off interest from investments + some moderate draw on principal (usually totals to 4%) = Finances are not dependent on money from job

RE = Retire early = retire from the necessary but emotionally unfulfilling jobs. For most people RE means pursuing interests that are not financially viable if you aren't already FI. It can mean a youtube channel, studying whatever you want or working on a side project without strict deadlines or the stress that comes with an all-or-nothing endeavor.

The key fallacy in FIRE, is that it ignores creeping costs and the stubbornness of your dependants. Avoiding lifestyle creep in fundamental to the movement. This also means being unable to fund fancy private schools for your kids and your spouse being fine with the sudden loss of a huge income source. FIRE is an empty pursuit without a definite end goal. If you don't know what you want to do during RE, you might just be condemning yourself to a loss of purpose and possibly significantly higher risk of death/mental deterioration.

Ofc, you can always pursue a more relaxed form of FIRE. Make enough to move to part time / contracts, or move to another country with lower wages or fully dedicate yourself to a moonshot.

Re: “Great resignation” wave coming for companies

#599

Post by lanstin »

xyzzyz wrote: post #552
dcolkitt wrote: post #325

Earlier quoted context omitted.

> Expressing intent to resign, and actually resigning are completely different things. You have to ask yourself, why this is the case. And the simple answer is status quo bias. Many dream of a different life, but few will actually pull the trigger on a major change. However if a company suddenly changes an established working relationship, then all bets are off the table. If people have gotten used to WFH, and now yo…

> It’s the same reason that it’s virtually unheard of to cut salary, even when revenue is collapsing in a deflationary recession Yes, that’s why companies prefer lay offs rather than broad base salary cuts. Lay offs are a temporary hit to morale, while pay cuts are more permanent. Moreover, in lay offs, you can fire least productive workers, while after pay cut, it’s the most productive that will leave first.

After a few demoralizing layoffs you have a tendency for talented folks to leave once the picture is clear. Does management think software is an investment or a cost? If you can work where it is an investment, do so.

Re: “Great resignation” wave coming for companies

#600

Post by solidsnack9000 »

cbHXBY1D wrote: post #549
aerosmile wrote: post #519

Remember how everyone predicted a baby boom in 2021 and instead we saw a 8-10% decline in birth rate [1]? It turns out that while people had more time to focus on their families, the financial uncertainty had a greater impact on their family planning decisions. The same thing happened in 2009 - there's a close link between the birth rate and recessions [2]. While I don't doubt that many people will change their jobs…

Instead, we saw a dog adoption boom.

It's sad that so many people get dogs and don't train with them. Watching young women get dragged along by their big working dogs is a common sight in Uptown Dallas.
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