I've been in the same position as this James guy and as a founder doing the hiring. No founder is going to find an over-achieving experienced engineer that will work for pennies on the dollar, make a statistically stupid bet with your equity, and work on something she is not ridiculously passionate about. One, or all of those, have to be flexible if you want the top talent.
On the surface it seems financially ridiculous to have not given the tiny bit extra James wanted. I have to assume the culture clash was the main driver. If he were truly exceptional, he would have been potentially worth more than 10 other guys you will hire that are not negotiating with you. He would have attracted more great talent. He would have pulled off many heroic acts. This short sighted thinking, more than anything, is what frustrates me about the job market.
There comes a time when you reach that point in your individual contributor career where some lightbulb turns on and you realize how valuable you are. You realize you don't get what you don't ask for and start negotiating. But if you're in the job market you have to be able to back up your lofty compensation requirements. This is obviously not a newly realized situation and it has been discussed endlessly in the past. There's a reason great talent in Hollywood makes 100x more than the rest of the cast and crew, and great sales people can do the same, even though they are just employees. The top performers are obvious. The talent in software doesn't have this luxury without going out of the way to self promote. Unfortunately, putting enough proof out there is only possible when you work largely on your own and promote that fact for people to see. Otherwise there are too many varying factors and nobody can know if you were the core reason for the project success.
So, James, go do something on your own, publicly. Make it not suck. Then watch the above-market salary and equity offers come rolling in. Or, start your own startup.
And for all you founders out there. Either loosen those purse strings and be ready to terminate employees that don't work out, or work on truly interesting problems. Otherwise you're just going to end up with a whole bunch of average or inexperienced engineers. Not that there is anything wrong with that talent strategy, just know that it will happen, and realize the implications of that situation.
Who else thinks we need Software Engineering talent agencies?
On the surface it seems financially ridiculous to have not given the tiny bit extra James wanted. I have to assume the culture clash was the main driver. If he were truly exceptional, he would have been potentially worth more than 10 other guys you will hire that are not negotiating with you. He would have attracted more great talent. He would have pulled off many heroic acts. This short sighted thinking, more than anything, is what frustrates me about the job market.
There comes a time when you reach that point in your individual contributor career where some lightbulb turns on and you realize how valuable you are. You realize you don't get what you don't ask for and start negotiating. But if you're in the job market you have to be able to back up your lofty compensation requirements. This is obviously not a newly realized situation and it has been discussed endlessly in the past. There's a reason great talent in Hollywood makes 100x more than the rest of the cast and crew, and great sales people can do the same, even though they are just employees. The top performers are obvious. The talent in software doesn't have this luxury without going out of the way to self promote. Unfortunately, putting enough proof out there is only possible when you work largely on your own and promote that fact for people to see. Otherwise there are too many varying factors and nobody can know if you were the core reason for the project success.
So, James, go do something on your own, publicly. Make it not suck. Then watch the above-market salary and equity offers come rolling in. Or, start your own startup.
And for all you founders out there. Either loosen those purse strings and be ready to terminate employees that don't work out, or work on truly interesting problems. Otherwise you're just going to end up with a whole bunch of average or inexperienced engineers. Not that there is anything wrong with that talent strategy, just know that it will happen, and realize the implications of that situation.
Who else thinks we need Software Engineering talent agencies?