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> When it comes to engineers, the key to employee retention isn't just about pay. Maybe I’m atypical, but at a certain point all the other factors just don’t c
by centimeter 6y ago
> When it comes to engineers, the key to employee retention isn't just about pay.
Maybe I’m atypical, but at a certain point all the other factors just don’t cut it. If you’re trying to pay me $400k/yr total comp and I can get $600k/yr elsewhere, the disparities in culture or whatever have to be pretty significant to dominate.
- ghaff 6y agoAt those levels, you're probably talking about at least some stock-based comp and that's harder to factor in. But that aside, a lot of people would care less about the delta between $400K and $600K than the delta between $50K and $75K.
- iabacu 6y ago400K to 600K is still qualitatively significant. For example, it can mean whether your spouse has the option to stay home to spend more quality time with the children, without having to sacrifice expenses due to income reduction; or it can mean how well (or not) you can take care of aging parents.
- ghaff 6y agoOf course. And I don't mean to imply it isn't. $200K is a lot of money to most people and may be enough to make a significant lifestyle choice that wouldn't otherwise be possible. But in general percentage salary increments affect lifestyle more at the low end than they do at the high end. (And, of course, the absolute differences matter far more at the low end.