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Asking someone who Silicon Valleys geo-recruiting model worked for what they will want to do in the future yields the expected response. That was unsurprising.
by kodah 6y ago
Asking someone who Silicon Valleys geo-recruiting model worked for what they will want to do in the future yields the expected response. That was unsurprising.
To everyone else who has to contend with tight pools of talent that are often fielding multiple offers and using them against each other, the desire for change is much stronger. Many more companies fit this bill.
There are some challenges though:
Remote workers have historically not worked on premier projects and products at hybrid companies. Effort will have to be made to ensure that remote workers are included in the kind of reports that indicate work distribution.
Remote workers get payed less. I can't prescriptively say how much less, but many companies in tech participate in geo-based compensation models while not being geographically locked in sales. I've long told people I would understand if I'm a welder and my product is only sold in one state why you may lazily geo-lock my pay. That stops making sense when my part is sold nationally or internationally. Then I really want my income to reflect what my position contributes to the business. This is why I think RSUs are so great. The compensation model for remote cannot just be padding margins for a business, especially if I'm going from SV to Texas for instance.
I'm looking forward to a more remote future, but without these problems sorted out remote work will only create an underclass of developers.
- redisman 6y ago> To everyone else who has to contend with tight pools of talent that are often fielding multiple offers This is a very vocal small minority of all engineers. Companies have just grown accustomed to being able to have a huge false negative rate in their interviews. As the remote culture gets propagated through the industry, I’ve so far seen mainly good outcomes. Pretty much every team I’ve worked on in the last 7 or so years has had some remote component. I think the most difficult one is the stereotypical Fortune 500 company where only some employees work from home and the middle manager shakes their head while watching their empty desks.
- kodah 6y ago> This is a very vocal small minority of all engineers. This seems to be the explanation for everything these days, so I doubt it. Just from the recruiters I know, I know this happens often at least at larger firms. My post was mainly to raise some important milestones and objectives remote work will need to hit in order to be viable past COVID.
- mech422 6y ago>>Remote workers get payed less. I can't prescriptively say how much less, but many companies in tech participate in geo-based compensation models while not being geographically locked in sales. And many companies do NOT participate in geo-based compensation. The first half of you statement sounds like an absolute ("Remote workers get paid less") and the second half walks it back... It's quite possible to work remotely, and not take a paycut. Its also possible to work remotely and make "FAANG money" if you're in the right tech.
- kodah 6y ago> And many companies do NOT participate in geo-based compensation. This seems to be a rarity. If you can show me some data that it's false I'm happy to take it back, but every company I have worked for does geo-based compensation in one way or another. > The first half of you statement sounds like an absolute ("Remote workers get paid less") and the second half walks it back... It's less an absolute and more a trend. I also did not walk it back. I talked about RSUs but there's a lot of caveats there. You can't be offering someone in CA more RSUs than someone in Oklahoma. The COLA part of your salary may change slightly, but the relative take home pay should be the same. This is not true at most companies but they'll try to convince you it is.