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Gergely Orosz Profile picture
@GergelyOrosz
Nov 7, 2021 • 8 tweets • 4 min read • Read on X
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The 2021 Talent .io salary report is out. These reports work with the data they have, and it's clear that high-paying tech companies don't use "Europe's largest tech recruitment platform" at all, resulting in data that is off from reality.

A thread on why these reports are off:
1. Access to data. Looking at the Amsterdam data distribution, Adyen, Booking, Uber etc all don't have their data here. They all pay €90K+ for seniors in *base salary* - we'll talk about the rest. Uber and Booking €110K & above:
2. Total compensation vs salary. These reports focus on salary, but the highest paying companies often pay a lot more than just salary. E.g. at Uber I had years when my stock vesting that year was above my €100K+ salary. My bonus target was €22K as a senior engineer.
3. This report confirms what I have been saying: there are ranges invisible to most recruitment companies and employees on Tier 2, and especially Tier 3 ranges:

Read the full article on the trimodal nature of tech compensation:
blog.pragmaticengineer.com/software-engin…
4. So where do you get better data? You ask around people you know. Go on Blind (the app). Check out levels.fyi. And I'm building techpays.eu that already has over 500 Netherlands/Amsterdam data points.
5. My next newsletter issue will be about how to find your next opportunity as a software engineer/engineering manager, including a list of (within inner circles) known companies that pay towards the top of the market.

Subscribe here: newsletter.pragmaticengineer.com
6. To recap:

These reports are good at showcasing #1 (Tier 1) compensation. They don't tell you *anything* about Tier 2 and Tier 3. Those companies use in-house recruiters and don't recruit through these platforms (or don't share their data at least).

blog.pragmaticengineer.com/software-engin…
And the full survey: …g-pictures.s3-eu-west-1.amazonaws.com/Salary+Report+…

Clearly they put a lot of effort writing the survey: but be very, very, very wary on basing compensation on this. You won’t be competitive even in Tier 1 if you do. Even the Tier 1 market has moved up the past months.

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More from @GergelyOrosz

Gergely Orosz Profile picture
May 13
Question from an ex-Uber engineer:

"I got this reachout from recruiting Uber. I responded that I'm happy to discuss why I left (so Uber can learn from it) but not planning to return.

I got ghosted. Why? They asked, after all!"

Here is exactly why (continued): Image
It's b/c you mis-read the email (which is so easy to do!)

It sounds like a "we'd love feedback and improve", right?

WRONG

This is a recruitment email, using Uber alumni as a high conversion channel.

It's from a sourcer: who only has one goal: get ppl in the hiring pipeline! Image
(Btw I got the same email - likely sent out to ex-Uber folks who have left for more than eg a year, in certain regions)

The "Sourcer" role if laser-focused on bringing in candidates to roles currently hiring.

If Uber wanted feedback, it would come from HR

A sourcer will not do a call with someone they know has a 0% chance of entering the hiring pipeline!

Check the signatures of the emails next time and you'll know what the goal of the person sending almost certainly is
Read 5 tweets
Gergely Orosz Profile picture
May 6
Can we just mention what practically everyone using Cursor and Windsurf uses/pays for as version control again

And who owns that service
In case you missed it: it was Microsoft who voluntarily cannibalized their very very profitable Visual Studio business and released VS Code for free. And made it trivial to fork. VS Code + forks probably account for 80%+ of the global dev market in usage

Why did they do it?
This was clearly on purpose from Microsoft - give up one revenue generating area to keep winning in a much bigger one

Not squeezing all lemons is an underrated and very smart strategy, as @jakozaur puts it

Also why NVIDIA is “losing” in AI models to eg OpenAI, Anthropic etc
Read 4 tweets
Gergely Orosz Profile picture
May 3
I’m tired of hearing the “AI is killing tech jobs” narrative. Here is data on “top” tech companies and startups hiring.

The last 2 years (since GenAI went mainstream and AI coding tools evolved greatly) we’re seeing more hiring from them. Below the pandemic peak ofc Image
Data source: @Pragmatic_Eng

newsletter.pragmaticengineer.com/p/the-reality-…

And before you show me the tech jobs going down graph that goes viral every week: know that most sectors see the “decline in jobs” from the pandemic peak: blog.pragmaticengineer.com/software-engin…
And this is not about denying the impact of GenAI for tech jobs. We will see smaller teams do more (already are). More demand for “top” software engineers, and most likely less for entry-level and “average” talent.

We don’t know (yet) if we will see an explosion of smaller teams/companies and if we’ll see a demand surge to take over/maintain “vibe coded” businesses as they start to scale
Read 4 tweets
Gergely Orosz Profile picture
May 1
Here’s one reason Apple fought tooth and nail to disallow web payments for apps:

Because Apple’s IAP is bad in many ways, and *so many* apps will move to web-based payments now not mainly because of the 30% Apple fee, but because of how bad IAP is.

Let me give you examples:
1. Refunds

With Apple IAP it’s just not possible to do!! No, it really is not for the merchant. They cannot do a full or partial refund. Talk about poor customer support!

2. Group subscriptions. Nonexistent with IAP.

3. Paying using a non-credit card option. IAP does not allow
4. CUSTOMER SUPPORT

In general, with Apple’s IAP this is nightmare. (After you pay 30% more, mind you!)

You cannot do stuff like “we’re sorry for your trouble, would you like 3 months free or a full refund?”

5. Asking ppl why they cancel. NOPE! Not even after they cancel
Read 13 tweets
Gergely Orosz Profile picture
Apr 22
Every now and then there's this prediction of when we will see the first one billion dollar company ran by one person...

... and I think back to how in 2016 there was this one product inside Uber that had crossed a $1B annual run rate that had a total of one dev allocated to it.
And half a data scientist (part-time).

It was cash.

Funny how headcount games can work inside fast-growing companies, especially when the product is a stated goal of what a founder does NOT want to support (but turns out to be essential!)
I only have second-hand details here but the story was along the lines of not being able to get official headcount (because when Uber was founded, no cash and no tipping were table stakes).

It only got funding after crossing the $1B landmark.

Was pretty incredible internally!
Read 4 tweets
Gergely Orosz Profile picture
Apr 11
From an eng manager at a full remote company:

"We just fired an engineer after ~15 days on the job who lacked basics skills on the job but aced the interview - clearly, using cheat tools.

He admitted to how he did it: he used iAsk, ChatGPT and Interview Coder throughout"
(I personally talked with this person and know them well)

This company hired full remote without issue for years: this is the first proper shocker they have.

They are changing their process, of course. In-person interviews, in-part likely to be unavoidable.
As a first change, they have started to be lot more vigilant during remote interviews, and laying some "traps" that those using AI assistants will fall into.

Just by doing that they think about 10% of candidates are very visibly using these (they just stop interview processes with them)
Read 4 tweets

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