“How do you feel about that?” I’m a capitalist. If a firm doesn’t metabolize engineering brainsweat as efficiently as the best software firms in world I recommend changing that, opening the hiring window, building a better career ladder than competitors have, or doing without.
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Replying to @patio11
I worked for Google London for two years, then moved to the Bay. *massive* salary increase.
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Replying to @ciphergoth @patio11
@danluu proposes the theory that this is an artifact of it being difficult to immigrate to the US, whereas someone in the US but outside of CA has a much more credible BATNA available (interview at any other well-paying US tech company). Ref: http://danluu.com/bimodal-compensation/#appendix-b-why-are-programmers-well-paid …3 replies 0 retweets 5 likes -
I'm not sure that's correct, but I'd be surprised if it's a cost of living issue. In general, high CoL cities outside of the U.S. pay programmers poorly compared to working at a big tech company in, say, Pittsburgh or Chicago (with some exceptions for certain finance jobs).
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Replying to @danluu @rmushkatblat and
For what Patrick proposes is true, we'll places like London and Hong Kong match SF and NYC in compensation when they don't even currently match the compensation of... Pittsburgh. My question there is, what change will make CoL the high order bit?
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My general thought on this is firm culture questions within companies, particularly in new generations of tech companies where distributed workforces were parts of the culture before e.g. international market expansion was on the agenda.
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It's a Schelling-points-all-the-way-down sort of thing, but if your model of the world is HQ and some satellite offices, then HQ doesn't see paying Londoners like Londoners is an obvious affront to justice. If you're all on Slack together since day 1, though, that's harder sell.
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And if you play the solve-for-the-equilibrium game, companies which continue with the home/satellite payscales strategy eventually face a) internal pressure against this policy, particularly at HQ, where it will play *extremely* badly to tech employee bases and b) competition.
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I don't think this matches observed behavior. AFAICT, Amazon is the BigCo that's generally paying best in Canada or Austin if you don't play hardball (excluding FB, which hires in relatively limited numbers in those locations), that seems like a very implausible reason for Amazon
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I mean sure, in a model of the world where the variable and mechanisms you've mentioned are the only ones, if you solve the equilibrium, then you'll get your result, but there are clearly other mechanisms in play, what will make them go away or become less important?
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Google is another example -- Google employees are good at applying pressure to enact corporate change (relative to other tech companies), why do they have such unequal pay across countries? Some other mechanism(s) must be more important than that today.
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