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Cake day: June 9th, 2023

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  • but some sources state that the bare minimum salary to be happy in places like Seattle, where these engineers need to be located, is around $117k/year.

    Those sources also state that worldwide the number to be minimally happy is $95k. I’m going to assume Europe is at least at the global average and likely a bit above since the US on average is at $105k. So if you go by those studies then the new grad in Seattle making $120k is minimally happy while the seasoned engineer in Germany making $90k is not. Not that I agree but if we’re going by the study you mentioned then that’s the conclusion.


  • In the US I can quit a job with 0 days notice. I can also be fired from a job with 0 days notice and no severance.

    That makes the job market significantly more fluid. If there is demand for a specific job compensation will go up quickly as there is no artificial buffer on people switching jobs for better pay. Supply and demand is very sensitive to small shifts in either. Companies are also not afraid of paying this compensation since worst case they’ll just do some layoffs.

    If a US company has some employees in Europe then they still have a benefit from all this so they can pay more than a purely European company. If they need to cut costs they can fire the expensive US employees first and then adjust the Europe comp more slowly. If they need to grow quickly they can do so in the US and then slowly shift to Europe.

    edit: The profit margins of US tech companies are also massive as they have relatively little regulation, taxes or bureaucracy. Goggle makes $2 MILLION/employee/year. So no risk of not making record profits by paying an extra $200k.


  • You’re right. But half this conversation is a bunch of people using random US stereotypes and downvoting anyone who says otherwise. Cost of living is fairly irrelevant when you’ve got an extra $200k/year post-tax to play with. And any company paying that much will give you really nice benefits including fully coverage health insurance and possibly a on-call concierge to help if you have any issues. Being poor in the US is really miserable but I also know people who can’t see a doctor in Europe due to waiting lists (or their GP blocking it) and lack of money for private insurance. Neither case matters if you’re an engineer. And France has the same rate of homelessness as California so neither has a happy community on average.










  • Potentially if the project isn’t being known about for you then it’s also probably not know about for your manager so you both look like you didn’t achieve much. Given the economic climate they’re probably worried about a layoff as well and having a report that isn’t making them look good isn’t optimal. In most companies the perception of what you do matters significantly more than what you actually do and it’s even more the case for managers.

    One final comment is that you probably need to build up trust with your manager. They probably don’t trust you and you probably don’t trust them on a personal level. In theory that’s part of their job but they’re the ones in power so in the end it benefits you more. One advice I heard which does in fact come off as ass kissing but is probably very beneficial in reality is to acknowledge in 1-on-1s to them the good things they did. “Hey manager, I really appreciate you giving such a thorough review of the project” or “Hey manager, thank you for pushing back so strongly on that request.” Short and specific then move on.



  • As I see it perfect is the enemy of the good in this case. Rules, official or unofficial, on the “correct way” to do things stifle growth especially when there’s few contributing users. That little extra barrier is enough to keep many people from even bothering at all. You want people to be engaged and excited rather than feeling they’re beholden to a bureaucracy. Or worse beholden to an existing group of power users that control things by being the first or the loudest.


  • I have little insight but reading that it sounds like you’re weak in terms of project management and communication around projects. If people don’t know you finished a project or why the project was valuable then that is a weakness on both those counts. It also doesn’t seem like you understand how or why you’re seen as weak in those areas.

    One feedback I have had with a report was actually similar. I (and my boss) expect someone that senior to be able to be dropped onto a new project, and either get it delivered or escalate direct asks. Status updates should be concise and asks should be actionable. Not “the project is <insert issues here>, can you <insert points about sitting in a bunch of project meetings>” but “the project is <insert issues here>, can you <insert specific next action here> and make a decision on <insert specific points here>.”

    In my opinion this is a difference in personal preferences

    As someone external to me it sounds like the message is “the company/team wants a culture of directness/bluntness versus consensus to speed up decision making. Your approach is not aligned with the culture so change it.” It may also mean that while consensus with others is good the communication to your manager/skip needs to be more direct and actionable (see previous example).





  • Conceptually, this is the outcome of companies owned by those who wish to maximize their investment. Eventually organic growth slows and it’s time to squeeze more juice from the lemons they already have even if they need a hydraulic press to do it. The flip side is that without that investment money these platforms would probably not exist at the scale users are used to. It’ll be interesting to see if the fediverse manages to scale well or not.