If you really want to hire engineering talent, paying above "competitive salary" is very important. It's a bit orthogonal to the concerns in this article, but

If you really want to hire engineering talent, paying above "competitive salary" is very important. It's a bit orthogonal to the concerns in this article, but in some ways it's much more important. What I wonder about is given an org that is able and willing to compensate at market clearing rates, how do they get the word out well enough to get engineers interested. Because the other big BS in hiring is the whole recruiting side of things.