Want to read Slashdot from your mobile device? Point it at m.slashdot.org and keep reading!

 



Forgot your password?
typodupeerror
Businesses Programming The Almighty Buck

East Coast vs. West Coast In the Quest For Young Programming Talent 235

Posted by timothy
from the we're-all-in-the-same-chain-gang dept.
McGruber writes "The Wall Street Journal is reporting that tech interns are in high demand in the Bay area. According to the author, 'Technology giants like Google Inc. have been expanding their summer-intern programs, while smaller tech companies are ramping up theirs in response — sometimes even luring candidates away from college.' Meanwhile in NYC, CIOs lament that they are unable to retain 20-something techies according to a report in Network World. Says one CIO, 'It puts us in a really uncomfortable position to have this kind of turnover because knowledge keeps walking out the door. We invest in training people and bringing them up to speed to where they need to be, and boom they're gone. That has been my biggest struggle and concern.' It's the pay, stupid!"
This discussion has been archived. No new comments can be posted.

East Coast vs. West Coast In the Quest For Young Programming Talent

Comments Filter:
  • by Anonymous Coward on Saturday December 24, 2011 @08:53AM (#38481328)

    More try making it in that filthy hell hole on less that $150K. I live in NYC and struggle like anyone else with $75K, spam and ramen noodles my friend!

  • by Registered Coward v2 (447531) on Saturday December 24, 2011 @09:05AM (#38481384)

    OH, the horror. People don't appreciate that we give them a job and a paycheck. They should be grateful.

    Of course, the first time the market slows or we can hire someone cheaper, we can show them the door. After all, we're the employees. We only owe them a paycheck for as long as we need them.

    Somehow, I can't garner much sympathy for the poor CIO/CEO/CFO/CPHBO that can't keep staff. They've seen what's happened to their parents, older siblings, and friends at companies, and learned the lesson well. Watch out for number one. Your company, despite all it's statements about loyalty, only looks at the bottom line. That's fine, but loyalty is a two way street, and company's are discovering people care as much for them as they do of their people.

    I've seen loyalty - in the military - but it's a loyalty because you know the person next to you would die for you and you'd do the same for them. Most company's have no idea what loyalty is, and will learn, as we used to say "Payback is a MF."

    I anticipate, once the economy picks up, a lot of companies are going to be crying about how they can't keep employees despite all they "did for them in the recession" (like layoff people with 3 days notice, demand pay cuts, etc) and how horrible it is.

    We're fast becoming a nation of hired guns - which is fine, and as things like health insurance and other "benefits" provided by companies become more portable you see more and more people selling themselves to the highest bidder and moving on whenever a better gig comes around. I'd almost see a return to the guild system - where individuals band together to get group discounts and find work but essentially are freelancers; a modern version of a union hiring hall.

  • by palmerj3 (900866) on Saturday December 24, 2011 @09:07AM (#38481406) Homepage

    I am one of the 20-somethings who have followed this similar career path.

    Simply put - I stay at a company until I feel there is nothing more to learn and/or another company offers a greater challenge & opportunity to learn.

    Money generally comes with greater challenges, but it has never been my ultimate driving force. This is the reason why I've never (and will never) accept a counter offer.

    So how do you keep 20-somethings from leaving? Build a company that constantly researches & implements new technologies. Build a company that contributes to open-source so developers interact with other (better) developers. Send developers to conferences and maybe arrange for them to speak at conferences if appropriate. Allow them to expense tech books. You get where I'm going here. Nothing is stopping your employees from leaving your company for another hot tech company so it's your job to create an environment that attracts good engineers. A boring Java shop with a CTO that is doing nothing to retain talent is only going to be used as a stepping stone to better jobs.

  • by Anonymous Coward on Saturday December 24, 2011 @09:28AM (#38481558)

    The depressing reality is it's much easier to advance your career by switching jobs than it is by being loyal. I got a glowing review my first two years but did not result in a promotion. Meanwhile there were people who would leave the company, and come back a year later at +1 seniority level.

    Of course - if they promoted you they would have to find someone else who could do your job, and they probably wouldn't find someone as good. OTOH, if they recruit from outside (even if it is a re-hire), they are leaving a hole in someone else's organization...

  • by walterbyrd (182728) on Saturday December 24, 2011 @01:20PM (#38483344)

    I remember reading that Google was getting as many 75,000 job applicants in a
    week. And yet Google is struggling to candidates?

    I have been in IT over 30 years, and in my experience, employers are always shortage shouting. They
    are shortage shouting while they are laying off thousands of US workers, they are shortage shouting as wages stagnate. They are shortage shouting when doing so completely defies all logic, and evidence. Asking employers if there is a
    shortage is like asking a ReMax agent if you should buy a house, the agenda should be obvious.

    Worth nothing, objective studies never determine that there is any great shortages.

If it's worth hacking on well, it's worth hacking on for money.

Working...