Employers bow to tech workers in hottest job market since the dot-com era

Post by starky » Mon, Aug 02, 2021, 2:12 AM UTC

gentleman11 wrote: post #103

dbish wrote: post #4

Even if you think you’re well paid, now is the time to look around. I’ve had a lot of friends, mentees, and coworkers get huge bumps on total compensation even as relatively senior engineers and managers. Pay is jumping and companies aren’t doing a great job keeping that up for their people who have been around for a few years. As an employer, that should be the top worry, keep comp up, don’t lose your people because…

I see a ton of jobs posted for seniors right now but almost none for juniors. Are companies being shy about talent risks right now?

Post by voidfunc » Mon, Aug 02, 2021, 2:15 AM UTC

gavinray wrote: post #251

tcbumperino wrote: post #227

Earlier quoted context omitted.

Imagine caring about your employer who employs 100k+ other people and who would fire you without hesitation. (Or glee even.)

Why would you ever work for a company that employs that many people and would treat you like shit? For the (slightly more) money? Well then that's your own doing, innit? The great thing about having any sort of skills is that you can pick and choose what you want to do with them. If you choose to work for someone like that, you're willingly subjecting yourself to misery, and to (probably) wasting some of the best yea…

Post by mooreds » Mon, Aug 02, 2021, 2:16 AM UTC

giantg2 wrote: post #381

mooreds wrote: post #306

Earlier quoted context omitted.

This also means that if you can afford to hire junior folks, you can get some real go-getters for a great (read, favorable to the company) salary. But even junior salaries are going up, I've noticed.

I think junior average salary at my company is around $75k now. Seniors are around $115k. A $40k gap is pretty big. I don't know. I feel like most dev compensation is kind of random. Like does that senior really produce $40k more in value per year?

Post by wyclif » Mon, Aug 02, 2021, 2:17 AM UTC

mooreds wrote: post #412

giantg2 wrote: post #370

Earlier quoted context omitted.

I don't really see it that way. Training people is more expensive than hiring a senior dev for the simple fact that you have to use a senior dev's time to train the new person anyways.

> Training people is more expensive than hiring a senior dev for the simple fact that you have to use a senior dev's time to train the new person anyways. For the first N months, sure, but then, you have a senior and a trained junior, who is hopefully on their way to being a mid. So it's less of an expense and more of an investment in my eyes. But like any upfront investment, there is a time when the costs outweigh t…

Post by quadrifoliate » Mon, Aug 02, 2021, 2:20 AM UTC

mmaunder wrote: post #394

quadrifoliate wrote: post #369

Earlier quoted context omitted.

I won't say too much about pay scales because others have, but 21 days of PTO is not "incredible" by any means, especially if you make people use it for sick time as well. At least if I was looking in a strong market, that would reduce the value of your other numbers downward to me. I recommend explicitly creating separate sick time, or switching to a minimum PTO (making sure employees take that time off).

Amazon, for example, starts at 10 days for FTEs and accrues to a max of 20 days once you've worked for longer than 6 years. We are roughly the same as Facebook and Google who are between 20 to 30 days per year, depending on how long you've worked there.