Found your problem. Compensation and benefits are reasonable as well, considering the low cost of living. I've had offers with that qualifier. They always com

Found your problem. Compensation and benefits are reasonable as well, considering the low cost of living. I've had offers with that qualifier. They always come in 40% below market. Even if cost of living and salary is a 1:1 trade. I'll always trade up and not down. Here is why: The primary differences in cost of living is housing. Cars, computers and software cost the same regardless. Additionally housing costs more in places where people want to live and less where they don't want to live. Sure I can buy a mansion in Minot, but I can't buy a beach. There are more subtle issues with this too. The costs of conferences, training, and tools doesn't change. There are also network effects. Potential employees check up on a businesses reputation as well. In my area I know who to avoid and have contacts in dozens of other tech focused businesses. Odds are I don't know anyone who's been within 100miles of you. What happens if things don't work out? Are you the only tech employer in town? Bluntly you're asking me to give up my existing network of people and employers for lower pay, less future growth opportunities, and all you can offer is a cheap house in a place where I may not want to live. It's not a good deal, so people don't take it. What would attract me to a job in the midwest? Paying market rates would be #1. Being upfront that training/conference travel opportunities will be funded. A few other tech companies within reasonable distance so I'm not in a bind if I need to move on.