Why hire new grads when experienced NON-FANG engrs are cheaper?
The 220k+ a typical new grad gets at a FANG is way more what the vast majority of senior engrs/leads get at lower tier cos.
So why aren't these job opportunities open to all these experienced/seasoned engrs out there? Yeah the top 1% of their new grads hires may deserve it, but not sold that the rest them are any better.
- Lyft stnicBecause in 1-2 years they have the potential to outperform those other senior engineers you mention. They can mold these new grads to tailor fit the team/company. Cut bad habits, instill company values etc.
- Before you ask why, ask if. New grads don't get 220k. At Google, Apple or Amazon. And at Facebook only if they were top performers during their internship.
- No one wants "cheaper" employees for designer roles. Unlike manufacturing where a body is a body in tech a good employee can be worth ten mediocre employees in terms of output.
- Facebook WhateverrsRight or wrong, they want to hire the best, brightest, hardest working people. If you've been working for 10 years and don't meet the bar of L5, you are probably not the best, brightest, or hardest working.
Many new grads will leave, but the ones who remain will become senior engineers leading important projects. They aren't looking for people who will join them to be an L3 for the next ten years. A smart hard working junior engineer who grows into a bigger role will also become an expert at some things. An "experienced" junior engineer who has demonstrated an inability to grow, learn, or take a lead isn't nearly as useful.
This is why I would often advise young engineers to front load their efforts. Companies look at trajectories. Your early hard work and experience is highly valuable. Trying to find a way to coast in a first job will set you back substantially for the rest of your career.
It's also a numbers game though. it's harder to scale up experienced hires. There are only so many small startups and other companies from which to poach sufficiently qualified, experienced cheaper engineers. Some of them are building companies that will be your customers, and you want a healthy market to exist. There needs to be a pipeline, and the top firms play a big part in creating that pipeline. There are only a couple million software engineers in all of the United States, about 50 thousand computer science graduates graduating every year, and Google has about 20k software engineers. It's more convenient to show up at a bunch of top schools and hire a significant percentage of the graduating class each year than to understand the specific limitations of thousands of individual experienced low-performing cheaper engineers who have not otherwise progressed.
Finally though, when/if you do get hired as an experienced engineer in fang, shoot for an appropriate experience level and seek to perform at that level. A junior role might offer an enticing pay increase vs your current terrible job, and that might seem easier to get, but it isn't. be ambitious. You're not going to seem like a good fit selling yourself short. Just because you didn't go to a top school or weren't coming from a fang company doesn't mean you can't catch up (I didn't go to a top school and certainly wouldn't have got hired by any of these companies straight out of school). I've know experienced non-fang engineers who more than doubled their TC when moving to fang. Some of these companies have demonstrated a willingness to pay for your value on a pretty consistent scale, regardless of what your prior compensation happened to be.
- SAP OIva73A mediocre employee is lost opportunity of time and money for the company. Not worth hiring mediocre experience when you can hire new graduates with no baggage and no ego (often cheaper).
If you think you’re worth as much as $220k/year compared with those Ivy League fresh grads, then by all means prove it - go make the monies.
I am a hiring manager. I get more productivity from my career-shifting adults (fresh to engineering, life experience else-wise) than I do from the “senior talent” on loan to my team. Whenever I get offered someone as an internal transfer, I ask: can I have the headcount and hire someone else instead? Often, the answer is no, I either take the person for “free” (no headcount burn for me) or they get laid off. 90% of the time, they’re simply not worth the management overhead to keep around...
- If you have years of experience but can only meet the entry level bar at a FANG that means your growth rate is terrible and you don’t have that potential
- Why are the top picks in the NBA draft usually 80-90% college freshman?
- Citrix Systems XDOa40We all should be happy that there are companies out there paying 200k. This is a very healthy competition. Don't complaint about this.