4 ms·
Where I work we would generally pay the new hire and the existing employee about the same. I.e. there's no such thing as a new hire gets paid more than the exi
by YZF 4y ago
Where I work we would generally pay the new hire and the existing employee about the same. I.e. there's no such thing as a new hire gets paid more than the existing employee of a similar "level". It's more likely to be the opposite. That said you usually aren't going to be able to hire someone away from their current job by offering them less.
The person jumping ship every year to get small raise is eventually going to run into the problem of not having accomplished anything worthwhile in their career. It's arguably better early on in your career to work for less but do things that are more interesting and have better learning opportunities. One might argue it's always a better choice.
As a manager I would like people to stay, and they mostly do, and I am going to try my darnedest to make sure they are compensated well for their contribution (including the fact that they are more effective by knowing the code base and the product). It is pretty tricky though with the competition constantly trying to recruit way from you and their deep pockets, ensuring people don't burn out or get bored etc. Lots of factors I can't control.
- godelski 4y agoI definitely agree and can sympathize with this sentiment. But to the last part, there are market forces involved. Obviously the value of an employee isn't infinite, but if demand is high, then the wage should reflect that. It is becoming more costly to do computer science. But we're paying for brain power, not machines (something that other engineering jobs have to account for and can too be quite costly. Similarly, having out of date machinery is often a cause for low progress as well as employees jumping ship). But I do want to know, as a manger do you consider things like yearly wage audits and renormalization. To me this is an important aspect that resolves issues like pay discrepancies, wage bias, etc. I think it also builds high trust with employees because it is a clear signal that you understand that things fall through the gaps but that you are attempting to resolve them.
- YZF 4y agoI don't have to worry [too much] about this as a manager since it's part of our company culture. We pay everyone (in the same geography) the same for the same level. The level is primarily determined by a peer review process. I just have to make sure the process is actually working and deal with some weird situations that it doesn't account for properly. It's not perfect (nothing is) but it mostly works.