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> Also, what about the gaming of the system. A person could ask for a higher salary saying they are in, or relocating to, the BA, then within a few months, or e
by defen 6y ago
> Also, what about the gaming of the system. A person could ask for a higher salary saying they are in, or relocating to, the BA, then within a few months, or even days, of joining they move out.
Either the person needs to be in the Bay Area for the job, in which case the answer isn't "paycut" but "you're fired"; OR it doesn't matter where they live, so why even go through the COL rigamarole? Just offer the lowest possible amount that will get a qualified person from anywhere in the world into the seat. If your options are "200k for a person in the Bay Area" or "20k for a person from Russia" why would you pay 140k to someone in Kansas?
- Leherenn 6y agoBecause they believe, whether right or wrong, that a developper in Kensas provides more value than one in Russia, but less than one in the Bay Area? It could be because of language, timezone, cultural difference, taxes, regulation, ... Or it could be they're simply wrong. I do believe, however, that it's a bit more nuanced than "onsite" and "remote". Not all remote places are equals.
- defen 6y agoBut this doesn't provide a justification for dropping the salary to match local COL of the remote employee. I realize that not everyone has this luxury, but more developers need to say "No, I'm not taking a pay cut". Firing someone is not free - there is a real cost to the company to hire a replacement.