Talent markets | Blog Post
Terminal Report Signals Major Shifts in the Engineering Landscape
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It’s official: The U.S. is losing its appeal for global tech talent.
In Terminal’s new Engineer 2020 Report, developers in Canada and Mexico are saying ‘no, thanks’ to relocation, preferring their own communities to the high cost of living in major tech hubs. The impact of these shifts is already evident in the tech community, with Twitter’s CEO Jack Dorsey announcing last week that given the challenges of hiring in San Francisco, he’s planning for a more distributed workforce of remote workers.
Our report shines a light on changing attitudes among engineers on everything from relocation to remote work and the repercussions of it all on the tech talent shortage.
Here’s a peek at some of the key findings, but head over here to see the full results.
Engineers are no longer feeling the American Dream:
Nearly 40% of developers surveyed said they’d rather not move to the US for a new tech job, citing issues like immigration and high cost of living as major deterrents to the move. What’s more, companies may have to offer huge incentives to change their minds. Of the engineers who say they’re against moving to the United States, more than half would require a salary boost of $100K or more to even consider it – with another 13% saying no amount could make them consider moving.
Going remote isn’t plug-and-play:
While many tech leaders acknowledge the shift toward remote work, there isn’t widespread understanding of how to do it well. Remote engineers report feelings of loneliness, isolation and a lack of visibility. The good news? Companies can address these pitfalls by offering closer time zone alignment and quiet workspaces, which engineers say is a huge plus for a productive work environment. Offering learning & development opportunities for remote teams may also ensure better parity with HQ.
The interview process turns people off:
90% of engineers reported at least one issue with the interview process, feeling the pain of too many rounds, disorganization, long delays and interviewers who don’t understand the engineering role. These issues stand to exacerbate the tech shortage when slow hiring puts other staff at risk when they become overloaded. Understanding improvements to recruiting, and finding the right partners to deliver a seamless experience, will not just help with hiring but also retention of talent over time.