> Those two combined make the 'need' for foreign tech workers seem very suspicious.
Anecdotally speaking, it's hard find and hire good engineers in Seattle.
Anecdotally speaking, it's hard find and hire good engineers in Seattle.
Most positions don't list salary.
From my experience, it's not a problem getting candidates to accept offers, but instead get qualified candidates to extend offers to.
If there aren't enough engineers with skill X, and Y years experience, willing to work for pay Z, we need to adjust one of those 4 levers.
If you refuse to pay that premium, nobody will move from other cities, so you're fighting for local talent.
If you refuse to even post your salary range, nobody who knows Seattle real estate prices and has wasted time interviewing for Seattle positions before, will even bother applying. That is the case with me.
I assume if no salary is listed, they are paying "market rate."
For me, I've learned how to negotiate effectively, and as such, can get the compensation that I want.
It's not a skill that a lot of people have, so having a salary listing makes it easier.
Is 'Z' a low number compared to the average employee? If that is, maybe that's the problem?
When I do basic salary surveys, companies in Seattle appear to be paying market rate. Early stage, and pre-funded startups typically don't, but most other companies do.
The salaries don't compare to Bay Area salaries (but they are up there), but that is because our housing options are much more affordable.
The feeling I get is: Bay Area engineers don't want to move to Seattle, and Seattle engineers don't want to move to Bay Area, unless the comp is significantly above market.
Locally the talent pool is shallow, as most if not all the good engineers are well taken care of by their employers (as they should be).
If you're lucky you'll contact one at the right time who is looking for new opportunities.
If you're a Google, Amazon, or MSFT with deep pockets then you can pay to acquire talent. For others, it's not easy.
Have data to back up that statement?
That is the perception.
The reality is that there are a number of top engineers from overseas, and they are compensated very well. What India and China are able to do is produce a lot more average quality engineers. Indian and Chinese average engineers are on par with average engineers in the US.
There just happens to be a lot more average quality engineers from overseas then there are in the US. US companies have figured out ways to work with overseas shops that employ average engineers because the cost basis is worth it (1/6 the cost).
With programs like Code Fellows and other coding bootcamps, you're going to see an increase of mediocre American engineers, but at a much higher cost.