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What you're proposing is out of touch with reality. Compensation is based on value added, but also based on geography. Bartenders in South Dakota don't make the
by blizkreeg 8y ago
What you're proposing is out of touch with reality. Compensation is based on value added, but also based on geography. Bartenders in South Dakota don't make the same as bartenders in San Francisco for a reason, though they add the same value to an establishment.
Most companies would stop hiring remote if they had to pay SF salaries - that's just the fact.
- monsterbash506 8y agoThe companies could be incorporated in remote areas as well, and use the benefits to provide competitive salaries.
- malvosenior 8y ago> Bartenders in South Dakota don't make the same as bartenders in San Francisco for a reason, though they add the same value to an establishment. I bet the drinks in SF cost more so they actually do add more value there. You're talking about on-premise work and I'm talking about remote work. If you have a great dev that starts working remote in NY then moves to Kentucky would you give them a pay cut? Of course not, they'd still be super valuable to the company and you'd want to retain them.
- blizkreeg 8y agoHow is cost of a drink related to the value the maker provides? I will admit you have a point with the NY>Kentucky example. In that situation, the company may pay them the same, but if the company hires two equally talented devs, one in NY and one in Mexico, there will absolutely be a difference in their pay. If the dev in mexico moves to the US, their salary also goes up accordingly.