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>I can and have hired quality developers in EU, GB, and South America at heavily discounted rates because without an office, what’s the difference? Great, you'

by Klinky 3y ago

>I can and have hired quality developers in EU, GB, and South America at heavily discounted rates because without an office, what’s the difference? Great, you've confirmed remote work works and can produce high quality results without an office. You've failed to bring up the other challenges beyond timezone of hiring outside your country of incorporation, it's not just timezones that creates challenges, but even timezones and keeping global teams in sync has its overhead. If you're also going to hire globally, then it looks even more daft to have people go into an office to "collaborate" with people who are in bed on the other side of the world. "Ability to sit in an office" should never be a bullet point on anyone's resume.

flappyeagle 3y ago
Maybe I wasn’t clear. Let me be more terse: If you’re remote anyways, you won’t get the in person advantages so you might as well pay less. In many cases, I would be happy to pay more for in person.
- Klinky 3y ago
  >If you’re remote anyways, you won’t get the in person advantages so you might as well pay less. You are still ignoring that a remote-in-country employee is different than a remote-out-of-country employee from a legal, HR & logistical perspective. Hiring someone in Kentucky is not the same lift as hiring someone in Poland or India. There's going to be extra expense and overhead to manage out-of-country employees & the logistics of operations between different countries. Many companies aren't setup to do this. You can't just look at the pay rate. Additionally you can't just look at the pay rate of an in-office employee. In office requires a commitment to pay for the office, pay for the staff to manage the office, accept a reduced talent pool in some areas, and if you're in an area with a large talent pool, it's probably a high-cost-of-living area, so your rate will not just need to be "a little more", but "a lot more" to be competitive.

by Klinky 3y ago

flappyeagle 3y ago

Maybe I wasn’t clear. Let me be more terse: If you’re remote anyways, you won’t get the in person advantages so you might as well pay less. In many cases, I would be happy to pay more for in person.

Klinky 3y ago
>If you’re remote anyways, you won’t get the in person advantages so you might as well pay less. You are still ignoring that a remote-in-country employee is different than a remote-out-of-country employee from a legal, HR & logistical perspective. Hiring someone in Kentucky is not the same lift as hiring someone in Poland or India. There's going to be extra expense and overhead to manage out-of-country employees & the logistics of operations between different countries. Many companies aren't setup to do this. You can't just look at the pay rate. Additionally you can't just look at the pay rate of an in-office employee. In office requires a commitment to pay for the office, pay for the staff to manage the office, accept a reduced talent pool in some areas, and if you're in an area with a large talent pool, it's probably a high-cost-of-living area, so your rate will not just need to be "a little more", but "a lot more" to be competitive.