At non-software companies, programmers are often treated like expenses or even overhead, like HR. So naturally the goal is to try to spend the minimal amount o

At non-software companies, programmers are often treated like expenses or even overhead, like HR. So naturally the goal is to try to spend the minimal amount of money possible. Often they are put under someone who doesn't understand technology or the way programmers work, like a CIO (rather than a CTO) and demands things like formal clothes and many layers of management. Most people hate those things, but programmers don't (feel the) need to put up with them. Software companies are typically founded and run by past-programmers and at least they understand the landscape, even if they tend to morph into the pointy-haired boss to some extent. If a non-software company wanted to attract the best talent: 1) Hire a strong technical leader: This is sort of a chicken and egg problem, but smart programmers don't want to work for dumb ones that are old/lucky enough to get pushed into management. The "head" of the programmers needs to be smart enough to make the right decisions and humble enough to learn from his subordinates. They exist but they're rare. 2) No salary brackets Of course the department will need a budget, but let the most competent people make the most instead of relying on age or I, II, III numbers. This is VITAL to being able to recruit top talent. They will be paid substantially above market 99% of the time, and even if you find that underpaid 1% and steal him away, he may just leave and make more money. The fact is, if you want top talent, be prepared to pay way above market, but the value you will get per programmer will be so much more. If you don't believe that, then don't even waste time looking for top talent.