For context: it was very, very hard for a senior engineer to break the €100K “glass ceiling” in Berlin. Companies like Zalando/similar ones pay €85K/yr in salary. No equity.
Doordash just doubled this.
Source: people saying thanks for this early tip who accepted DD offers.
Glad this person paid attention - and so are they.
When you’re early and few people know about some companies, and you suspect it’s a company with a larger than usual compensation package: it’s easier to get an offer than when everyone already knows about them.
And it’s not just Doordash from some messages I’m getting. Packages are going up in Berlin (as well):
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I'd also add that when you observe things in tech that *you* think don't make sense - e.g. hiring, promos etc - this is an opportunity to ask "why?" and dig deeper.
Tech is full of companies who keep optimizing their way of working, even it doesn't make sense from the outside.
"Hiring is broken!" - say people looking for jobs. "Companies don't know what they're doing" - many cry.
But hiring is full of tradeoffs, and from the view of the company and hiring manager, it often works well enough from their point of view.
Tech is a place where it’s realistic for many to start a company and do things the way they want to do it.
I’ve found this is the point many founders have “aha!” moments, when they learn about the constraints that have led to many “doesn’t make sense” practices from the outside.
With Amazon announcing they will allow remote work*
*with and only with approvals from L7/L8
Let me share how I’ve observed lots of long-tenured engineers & EMs leave Amazon recently. A hot market where Amazon caliber talent can get a lot more probably doesn’t help either.
Note that this for the US. In EU, Amazon still pays well (well… most companies don’t) and the infamous Amazon “PIP culture” is not present, thanks to strict employee protections.
Amazon has mastered paying for the least overall amount of cash for the type of world-class engineers they need (people building at scale), optimising the math for maximum tenure.
Basically, they are being the cheapest among the higher paying companies. This also bites them now.
Here's a "test" I've put together to get a sense of what working at a tech company could be like - and things that are typically not advertised on job boards.
Places with more "yes"es are typically more eng-friendly, and predictable cultures.
It never ceases to amaze me how people with incredible early career trajectories at big tech have unrealistic expectations on keeping advancing (and the absurdity of this).
Here’s a quote from an engineer at Facebook who is frustrated for not being promoted for years:
“I went from E3 (new grad) to E6 (staff) in 7 years. Now stuck at E6 for 2 years. I want to stay an IC but what am I doing wrong?”
“Buddy. You’re in the top 2-3% of FB engineers already. Most IC engineers *retire* at the equivalent of E7 in the industry (eg at Amazon).”
For perspective the majority (>50%) of engineers at Facebook will never reach E6.
If your goal is to climb the big tech corp ladder above, you best get ready to change how you work and get into management-like work.
Or stay cozy, or move out of big tech (join / fund a startup)
There’s a debate on whether 10x software engineers exist.
They do: I’ve seen several of them.
And their existence freaks the hell out of me. 5 examples of 10x engineers and why you should be afraid when you see one:
1. The Move-Fast-And-Leave-Behind. A dev with a hacks mindset at a scaleup. They get shit done 10x faster than the engineers who that take this (literally) shit over when it needs to scale, try to reverse engineer it, but ultimately have to toss and rewrite the whole thing.
2. The That’s Trivial To Finish. Someone w many product-minded traits blog.pragmaticengineer.com/the-product-mi… amazing at prototyping and telling the non-technical manager they’ve done 90% of the work, and the other devs should have no problem finishing the last 10%. Which then takes 10x as long.
The third founder with a remote team sharing the same story:
An engineer they hired did great on the interviews but worked unexplainably slow day to day. When pairing: they worked fast. They stopped pairing: slowed down.
Turns out, the person had a second job in all cases.
With (experienced) software engineers being in demand, plus full-remote positions, it is *so* tempting to double one's income.
And some people are pulling it off. Especially when they have zero attachment to the new company.
Remote has upsides, but this is a real downside.
If you're a founder/manager and you think "surely this would never happen in my team", think again.
Places this happened included a tightly knit team of 6 devs who all knew each other for years. A startup paying top of the market and generous equity.