, 5 tweets, 1 min read Read on Twitter
Dear employers,

If you want a candidate who has "a "high level of competency in Python" and "2-3 years experience" and offer them the median personal income in the state you're hiring from, you're not going to get someone who is good at Python. I don't know how else to say this.
Employers are convinced that just because they can fill positions at that salary range and with those requirements that they can keep offering these salary/requirement combinations.

No sweetie, your candidates either suck or will quit in a month for a better job.
The extreme irony is this position is for one where the previous person quit suddenly and without much notice.

Did anyone even bother to connect the dots??!?!

No-- because as long as they're technically filling the position, it looks like it's working from mgmt's perspective.
The Recruiter Death Spiral:

Spending tons of money trying to recruit candidates you can underpay-- and when candidates find actual decent paying jobs, they quit without notice, requiring you to pay the recruiters again to find yet another candidate to underpay. Ad infinitum.
At some point if your turnover gets that bad, you should just rebrand as a temp employment agency with a corporation attached.
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