Sounds like flu is right on the tele-work and hiring challenge face by the local tech companies.
“To win a bid on a quality engineer, companies are offering things such as flexible hours, sign-on bonuses and permanent remote work, the last of which has become a requirement for much of the workforce. Dice, a website and staffing firm that focuses on tech talent, published a report in June that found only 17% of technologists wanted to work in an office full time, while 59% wanted remote and hybrid approaches.”
“If it was hard to hire talent 18 months ago — and now you cut the group you’re going for in half — it’s going to be really tough for you,” Wayne said.”[/quote]
well, im just explaining what I went though to get all my mobile engineering open reqs filled. It was really hard but nowhere near how hard it probably is now. Its a tradeoff. Pay a lot of money or offer flexibility or a combination of both. and make sure you figure out a way to retain people. My attrition rate is 0.0% , unlike any other department. Im sure though that will be closer to 50% once I leave.
Honestly, its better to be a good mobile engineer than in management right now. You can easily find more jobs that pay as well as a director from some remote opportunities..and you have a lot more to pick from with a lot less stress. If all i cared about with was money, id probably cross back over to just being pure technical and take advantage of the job market…the thought did cross my mind…
I got into so many pissing matches my with senior management and even the CFO. There’s this one engineer that at the beginning of covid, I was asked to layoff, because he was an engineer in Mexico City that we hired awhile ago and paid him $100k to work out of mexico city which is 4x what a local employee makes. He was originally only suppose to be hired as a contractor but they made a mistake and made him an FTE. His english is good and his skills excellent. Well, when we were acquired, the new management didn’t like how he was 4x above the rest of the workers in mexico and they wanted him to either take a local mexican wage or move to the US… Well having him move to the US, we would have to bring him to $130-40k/year and it was a lose lose situation for him and us, and after arguing about leaving the situation alone and just let him work remotely, they finally wanted to try to lay him off last year because they didn’t want to deal with this…Well the funny part was they couldn’t figure out how to do this because their are specific employment laws in Mexico that doesn’t allow employees to easily just get laidoff, like here in the US, so it took them 30 days to figure it out and by the time they were ready to lay him off, I had already stuck him on a customer project and in front of customers, that they couldn’t exactly terminate him, lol… So here I was getting yelled at for doing this… And fast forward today…He’s the most affordable engineer, all the VP’s like his performance, and now they are mum silent on what I did… Because while $100k in Mexico City allows him to live like a king with a live in driver, housekeeper, nanny, in a $200/month rent for a large house….You aren’t going to find a comparable senior engineer anywhere close to $100k/year in the US….So of course, now that we went through the hiring process, all the exec are silent on what happened…Go figure….lol….
It’s actually kind of funny. When I make a decision, I get a lot of flack and scorn for doing what I do. But if I wait a few weeks or month, no one complains about the outcome….story of my life…
