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Google and Yahoo Creating Brain Drain?
Searchbistro writes "Software-engineering talent is flocking to Google and Yahoo. Business Week explores the possibility that the big two search companies are creating a brain drain on the rest of the industry. Google snapped up about 230 engineers last quarter. Some stolen superstars are Louis Monier, director of eBay, advanced technology research, and Kai-Fu Lee, a top-flight researcher at Microsoft. Yahoo hired dozens of top engineers, including Larry Tesler, former vice-president at Amazon.com. 'While the Internet leaders snatch up top tech talent, that creates headaches elsewhere. Some startups, for instance, say the talent drain has made their own hiring more difficult.'"
So the standards won't drop around here.
Do not try to read the dupe, thats impossible. Instead, only try to realize the truth
What truth?
There is no dupe
Hey, with these top-list people out of the running, doesn't it make it a bit easier to be hired if you were further down the list?
In short: Good news if you're a B-rank engineer
Bad news if you're trying to diversify the industry
When employers are finding it difficult to hire because there aren't thousands more workers than there are positions to fill, that's good for employees
Want a job? Suddenly you're not being selected from one of 1500 applicants, and it's not a case where employers can put any old conditions on work because everyone is just desperate for any old work.
Now employees are the ones who can pick & choose.
There are more than, say 500 good engineers in the US (supposing Google and Yahoo hired 500 people). Sure, not many VPs of big dot-coms are easy to hire but would a startup be able to afford the salaries/perks they demand?
I don't think it's that much of an issue....
It kind of seems to me like they mentioned Yahoo for a lark in this article. The actually interesting and insightful section was about how people want to work at Google because--well, because they're Google-- but then they also sort of passingly mention "Oh, I guess people want to work at Yahoo too?"
Maybe they want to work there because they're competing against Google.
I remember in the old days before computers that you have to haul your butt down to library, search a card index, find the books, and look page-by-page for the information you're looking for. That required a bit of brain work to avoid wasting your time. It's a no brainer today to find what you're looking for on Google or Yahoo. Anyone who say that there's no brain drain going on haven't looked past their search bar in a while.
You can hire almost anyone and still create crap, just as Microsoft does.
Apple has good pull to get people, but even better management. There are tons of talented people - the whole superstar thing can be folly. It's about a culture that permits creativity and innovation.
When you've got people at Microsoft worrying about uttering the word podcast, you can see that they are losing their relevance by the moment. It has happened to many giant companies - as they phase from entrepreneurial and flexible - to arrogant and rigid.
IBM and HP both recently laid off 14,000 workers each. There should be plenty of brains out there, available for work.
The emigration of a large proportion of highly skilled and educated professionals...
The emigration of highly educated workers...
The migration of skilled workers out of a country...
depletion or loss of intellectual and technical personnel...
A "brain drain" is caused by the depleted organization. In all of these definitions the emphasis is on the loss of brains. Where they go and what they go on to do isn't specified. An oppresive communist regime could see its top intellectuals flee the country, and have those intellectuals go somewhere free and just live normal non-intellectual lives and it would be "brain drain". What's described in this story isn't so much about companies losing out on talent, "brain drain", rather it's about the companies gaining it, i.e. Google and Yahoo. Besides, brains aren't in limited supply. It's not like one's gain is another's loss. If anything this means that brains become more economically in demand.
If aspiration is a virtue, achievement cannot be a vice.
If Google and Yahoo are doing the leading-edge research, and these top brains want to do this kind of research, and these companies are paying them top-dollars to do it, what's the problem? The article does mention that research at other companies are restricted (MS doesn't want researchers doing stuff that might impact their OS/Office sales, HP is doing less R&D)
If Google and Yahoo can attract the nerds, and you can't, that's your problem, isn't it?
Je ne parle pas francais.
Retranslate this as:
"Some companies bitch about some other companies who are paying more than they want to pay their own employees, employees leave, and outsourcing to India doesn't work that well. MBAs have to double their prozac dose to cope."
Your hybrid is not saving the environment. Its purpose is to make you feel good about buying something.
Well, of course Google is getting all the good people in Silicon Valley. Who else is left? DEC SRL and WRL are gone, Interval is gone, PARC has been spun off and is looking for work, HP just canned their R&D operation, and SGI is in limbo.
If the bitching companies provided an equal work enviroment techs wouldn't be flocking in such massive droves to a company that treats them right. Even the simple things such as:
- Free high quality lunches instead of reducing lunch hours etc as many presently try to do.
- Gave something comprable to the 20% personal project time.
- Treated techs that "keep the $100'000 network thats critical to the business from screaming to a grinding halt" with respect at least equal to the tool with the MBA that just tossed 100 blue collars out on the street after 40 years so he could get his xmas bonus.
I don't because of the rampant unemployment in the tech sector... I do because mediocrity *is* is rampant in tech.
-M
hiring is difficult? boo fucking hoo. give me a job. the last thing i want to hear is that companies are having trouble hiring people.
Fast-forward to 2014.
Google the offers most popular network features, the OS, and the applications.
Every time something new comes along Google ties its version of that into its vast array of other services, and people gravitate towards it by default.
How is this different then Microsoft bundling IE?
Consider that others had map systems before Google. In the future, will Google get criticized for abuse when conglomerating new services into it's site?
I ask this because the line between application and website is getting blurred, and it seems to me that popular opinion on slashdot is that a monopoly should not bundle applications. How will we reconcile this in the future?
As for start-ups, well, it seems just that tad unlikely that many start-ups could afford the former Vice President of Amazon.com. So it's hard for me to cry too hard.
The other important thing to consider is that most IT folk do their best work young and fresh out of college. They're not "old hands", they're "young minds". The real innovators are almost invariably people who haven't learned yet that what they're coding is impossible.
There ARE coders who know something is impossible, but code it anyway, but they are relatively rare. If a start-up wants the absolute best (and at rock-bottom prices), then it needs to go after the recently-graduated. Better yet, the start-up should find hot talent prior to University and sponsor them through it in exchange for part-time work during University and a contract at the end.
The reason youth is important is that old-hands tend to get stuck in a rut. They get used to doing things a particular way and loose the ability to step back and see what it is that is really going on. Look at any online resume of an experienced coder. Odds are, most such folk have a very few skills they have honed to perfection - with the consequence that they can do next to nothing with them.
Now, look at the people who are experienced but who are ALSO doing some damn good work. Odds are high that they'll have a much more diverse range of skills, are much less in some mould or other and likely have a more "Classical" background or education, where diversity rather than finesse was appreciated.
Also, America's work habits burn people out very quickly. No real vacation, no time to recharge, the ideal is to "produce" not learn and the Corporate Culture is king. It is doubtful America's high-tech industry can take much more of this kind of abuse. Something has to give.
It's a small world and it smells funny; I'd buy another if it wasn't for the money; Take back what I paid (SoM)
The premise of this article is silly given the tiny number of openings filled by Google & Yahoo relative to the pool of engineering talent worldwide. Many great engineers never apply to either company, and those that do are likely to be overlooked due to imperfect filtering. Perhaps this "brain drain" story originated with the rumblings of some disgruntled manager at Microsoft. We all know google has a hardon for softies. Nonetheless, this article is ill-informed tripe.
It's just the free market economy at work. If someone else thinks Google and Yahoo are hiring too many of the best and brightest, then someone else needs to offer better pay, benefits, or working conditions.
So, there's demand in the market for talented people. This is a good thing. I'm a talented people. Most people here are talented.
And CS enrollment is declining too. And interest rates are low.
This is better than a bubble. Companies in the black are in a bidding war for us and the competition 5 years out is evaporating. Interest rates are still at "OMG if we hike it we die" levels.
Good times man, Good times.
I survived the last bubble and I'd have to say that the waters are chummed. Prepare yourselves for some forced coding marches and invest the spoils for the long haul.
"Let him go, Ralph. He knows what he's doing." --Otto Mann (simpsons)
The IT field is full of idiots and charlatans. The days of the dot bombs are gone - just having a CS degree, or worse, a MIS or similar stupid psuedo-CS degree, is not enough to cut it.
Now days, companies are looking for competent people. That means you will often have to prove that you are what you say you are.
The hordes of people, on Slashdot even, who sit here and balk at having to take relatively simple CS proficency tests and claim that there are no jobs for CS at all are the ones who got their CS degrees without really learning anything or having any actual proficency in the first place. On the other hand, the real geeks are getting jobs left and right and companies want more people like them - they can't find enough! The only people who need to worry about outsourcing are those who don't make the cut.
This is the market at work. It is a great time as ever to go into CS. Its just that this time, you will not be able to slack off and make it. You're going to have to prove yourself.
Lord High Crapflooder The Right Honourable Vlad Craig Esther McDavenpherson III
Destroyer of Mercatur.Net
In addition to high-paying salaries and perks, Google/Yahoo/M$ also provide a better work environment. Since a startup can't beat these big shots with money, all it can do is to search hard for guys with enough motivation to join a startup and make his own mark.
Anyone who does't want his own talent product marked with "Google®" or "Microsoft®" should go for a start-up. That's all anyone can do about this brain-drain.
In India, M$ is paying a fresh graduate around Rs. 7,50,000 which is way higher than the average of Rs. 2,80,000. Not to say anything about extremely flexible work hours, relaxed/no dress-code etc etc. Now, which one would you chose? A start-up with no guarentee to see light in next decade or a high-paying software giant?
Unfortunately, it's with unskilled labor, takes 9 months to produce and over 20 years to even start being useful.
Most times, those who create a startup are under delusions as to how talented they are.
No comment.
Some startups, for instance, say the talent drain has made their own hiring more difficult.
boo fucking hoo. If there's only 250 competant engineers in the US looking for work then there's a much bigger problem than a 'brain drain' between companies.
There was a time when companies actually trained people out of college. Actually, now that I think about it, there was a time when companies actually hired people out of college.
New engineering logo of america:
Build us a bomb, or live with your mom.
The government has a defect: it's potentially democratic. Corporations have no defect: they're pure tyrannies. -Chomsky
Before Google and Yahoo, there was Microsoft Research or maybe PARC, DEC, SGI as the "hot place" to work in industry for Ph.Ds who didn't want to go into academia. Before THAT there was Bellcore, IBM Research, etc getting all the brains and publishing all the papers.
Empires rise and fall... I don't see anything usual about the hiring practices of Google or Yahoo snatching up the best talent.
Another player will come along in due time...
-- Samir Gupta, Ph. D. Head, New Technology Research Group, Nintendo Co. Ltd., Kyoto, Japan.
In my experience true startups (which, of course, neither Google or Yahoo have been for a very long time) hire almost exclusively by personal referrals - in part because this way they know what they are getting. I've haven't taken a job anywhere but at a startup for over 20 years and every product I worked on is still being sold. If you ever get an opportunity to even talk to a true startup for a low-senior or higher position and it was not through a personal referal, be suspicious, be very suspicious -- the company likely lacks talent and therefore lacks contacts with talent and is likely to be in the category of startups who never deliver a meaningful product to anyone. Unfortunately, it is very hard to evaluate a senior developer based on a 45 minute interview - there's a lot more to maintainable production quality products than puzzles, programming problems, and passing knowledge of this week's TLAs. As Thomas Edison is purported to day "Genius is one percent inspiration and ninety-nine percent prespiration"
Why is there an "insightful" mod and why isn't it "-1"? If I wanted insight, I wouldn't be reading
You're so right. Tech jobs, like jobs in general, have always been almost entirely about getting the right cogs for the corporate machine. Sure, if you do anything creative, they'll demand to own it, but even the richest corporations can't afford to actually develop or explore more than one idea in a hundred, and perhaps one in a hundred of those will actually make it to market. The problem is not coming up with good ideas, but getting the political and financial resources to develop them.
For every one of these "top engineers" there are ten others just as smart and more inventive who, for whatever reason, have never become known to the handful of people making high-level recruiting decisions. I know a guy, Quinn Tyler Jackson who developed the theory of adaptive, context-sensitive grammars and built a fast parser that could handle any language with no ad-hoc cruft. It can naturally parse ambiguous things like "time flies like an arrow, fruit flies like a banana". Ten years ago, it parsed the Gospel of Mark starting with just a single noun in its tiny dictionary and only a couple of pages of rules. Is Google or Microsoft or Yahoo! knocking on his door? No, of course not. He doesn't already have a top spot in a top firm, so how good can he be, they figure... if they figure.
I have dozens of patentable inventions lying around. They are in various areas - no one company could use them all. I can't afford to patent a single one of them, and even if I could I couldn't expect to make any money from them without far more resources. Without a patent, I can't even tell anyone about them without giving up the rights. (Companies seldom will sign an NDA to see an individual's idea, and even if they did, how could I afford to enforce it if they broke the agreement?)
Companies don't hire inventors much - they want engineers. Inventors think up stuff, which is easy and fun for the inventor but risky for the employer; making it work is difficult and tedious for the engineer and indispensable for the employer. I'm just an inventive technician, not a top engineer who can not only invent but can get the resources or make the invention work all by himself if need be. So, basically, I'm screwed under the current legal and employment situation.
Some of these ideas could make a company with the right resources a lot of money; some already have. I wasn't the first to think of reconfigurable computing in the early '90s or maybe even the 4-bit lookup table as a "supergate", but I certainly did so before these things came on the market. Ultrasonic beat-wave sound projection, same thing. As an 11 year-old kid in 1983 I came up with an idea for a notebook computer design with two hinged flat panel touchscreens that I think is still better for some purposes than what is on the market now. In 1994/5 I invented a tree browser history which I still wish I could get in Firefox or IE. I have a whole class of interface ideas combining the control of the command line with the discoverability of a menu system. I've got all sorts of optic, acousto-optic, superconductor, magnetic, electrostatic, electronic, power-producing, energy saving, inflatable, legal, corporate, psychological, interface and social applications ideas - and unless something changes, no one will get any use out of them. I don't see any jobs out there for some one like me who doesn't want to sell his soul for a salary.
"Is life so dear, or peace so sweet, as to be purchased at the price of chains and slavery?" - Patrick Henry
More evil from Google:
Google sued for firing executive pregnant with quadruplets
News.com is running the story Google hit with job discrimination lawsuit, which describes how
"Christina Elwell, who was promoted to national sales director in late 2003, alleges her supervisor began discriminating against her in May 2004, a month after informing him of her pregnancy and the medical complications she was encountering, according to the lawsuit filed July 17 in a U.S. District Court in New York."
In May 2004, after she became pregnant with quadruplets and during the same month that she lost two of the unborn children, her superior told her that her job as VP of national sales had been eliminated and requested that she take a job in Google's operations division, a position for which she had no experience. Google refused to allow her to take the lower position of East Coast regional sales director, instead firing her and hiring someone with no Internet sales experience.
In mid-June, another Google executive offered to place Christina in the operations job she had already rejected, while in the same email accused Christina's husband of "acting under false pretenses by telling Google that Elwell was having a health crisis".
After Google's director of HR confirmed that Christina had been terminated improperly, she accepted the lower ranking position offered, but then lost a third unborn child and within two days of returning to work on July 19, her doctors ordered her to cease her work because the stress that Google and her supervisor were putting her under created an even higher risk of losing her remaining unborn child.
After she returned from disability leave, rather than allow her to work in sales, Google fired her.
"Is life so dear, or peace so sweet, as to be purchased at the price of chains and slavery?" - Patrick Henry
Since when is a vice-president an engineer? Hiring away someone else's pointy-haired-boss does not create a "brain drain".
Larry Tesler is about as far from a PHB as they get. He worked on the Xerox GUI machines back in the glory days of PARC. Then he worked as Cheif Scientist at Apple for almost two decades. The dude ported most of the Newton code to DYLAN during his 6 week sabatical. More recently he was involved with some Smalltalk based early childhood GUI "programming language". Stagecast software I think it was called. I didn't realize he ended up at Amazon for awhile.
With thousands of qualified and professional software engineers floating around the industry, the only issue may be finding an engineer who has established themselves with the industry with recognition to boot. There is no short supply, that's nonsense. If your startup has difficulty hiring because of this popularity drain, then it's time to look in greener pastures.
For he today that sheds his blood with me shall be my brother.
Unfortunately, speaking from experience, when companies layoff people on the magnitude of IBM or HP, they do it by project/product. I was laid off from a position about 4 years ago and our whole division was canned. Alot of very very smart people were let go and it amazed me that the company showed no interest in keeping the top talent.
"Thanks to the remote control I have the attention span of a gerbil."
Google tries to patent Web syndication ads
Google is claiming that it has invented a unique way to distribute online advertising via syndicated news feeds--and it wants a patent for the technology.
If granted, the patent would presumably give Google the exclusive rights for "incorporating targeted ads into information in a syndicated, e.g., RSS, presentation format in an automated manner," according to its patent application titled, "Embedding advertisements in syndicated content." ...
Google, Yahoo and a number of start-ups are eyeing syndication as a new outlet for delivering online ads. If Google is granted the patent, it could be a big blow to its rivals in the field, said Forrester Research analyst Charlene Li.
"It would really stifle competition," Li said. "It would be a pretty powerful patent to have."
(read more on CNET)
You know, a really good low-level manager really *is* worth the amount of money he's paid, if not more -- the problem is that many low-level managers are *not* really good and are paid as if they are.
* If you can enthuse your team as to what they're doing, that's a point. Enthusiastic people produce much better output than uninterested people. That's different from just enjoying the job -- having a jacuzzi in the office may make the job more enjoyable, but it doesn't necessarily make people enthusiastic about what they're doing.
* If you can pick up on what people's various triggers are, and adapt to them, that's a point. Some people like being presented with competitive environments, some people feel overwhelmed by them. Some people hate being told what to do -- it may be better to "guide" these people, ask them the same problems that you're trying to solve and let them come to the same conclusions you've reached, and other people feel more comfortable if they have clear instruction. Some people don't get work done without a clear schedule, and other people can't stand not having flexibility. Some people work best in serial -- one task at a time -- other people prefer being able to switch around between tasks. A good manager is going to be able to treat different employees differently, each as a different tool he can use to solve a problem, rather than try to force everyone to follow a particular mold.
High-level execs get a lot of flack on Slashdot. I haven't had to interact with these folks much, so I'm not really informed enough to make too much of a judgement. But consider, for a moment, what their role is (and ask yourself whether there is skill involved in it).
When an engineer is working on a problem, he usually gets to work on something that he's had the ability to specialize fairly much around. If someone, say, a vendor, starts feeding him technical bullshit, it's easier for him to figure out that something is up, because he's got a good deal of knowledge in the field. He has to know his field *intimately*, and there is generally little room for error -- if you're wrong about something from a technical standpoint, you are *wrong*. On the other hand, he does have some advantages. The things he's working with are fairly straightforward -- complex, perhaps, but they do something, are intended to do something, and if they aren't, something is wrong. It might be material used in a bridge or chips in a product, but this pretty much holds. He generally has tools that can let him get accurate information about any problems -- it may consume time to do so, or even be somewhat difficult, but if he wants to he can probably diagnose problems to a high degree of accuracy.
An exec has to run organizations that deal with things that he does not have the luxury of specializing in. He *knows* that he doesn't know the details of what he's working with, so he's essentially blind-fighting a bit. A vendor *can* sell him a line of bullshit on technical matters, because he hasn't had the time to specialize in a field. The things he's working with are usually groups of people that have all sorts of agendas, and frequently are not giving him accurate information -- how much funding they *really* could get by with, whether they really believe that they can still finish their project, people who are busy passing the buck and so forth. If he wants to have an engineer review a vendor's claims, he doesn't know whether or not the engineer may be claiming more knowledge than he really has, or may have bias, or whatnot. So he lacks the precision diagnostic tools of the engineer, and has no hard guarantee of being able to obtain accurate information. The upside of being an exec is that mistakes may lead to softer failures than technical mistakes -- you can do something "sort of right" and still have it work quite well, and not have anyone really be able to easily call you out on it. Someone who's really good at handling these tools and working within this kind of system *can* be really v
Any program relying on (nontrivial) preemptive multithreading will be buggy.
I've spent the last few days doing some very important searching - we're thinking about launching a new product in a rather arcane field, and I want to be absolutely certain who the potential competition might be - hence I decided to search both Google & Yahoo!.
Guess what? Yahoo! search beats Google search, hands down. Not even close.
Two thoughts:
It kind of seems to me like they mentioned Yahoo for a lark in this article.
Actually, I'd bet you dollars to donuts that this article was "seeded" by a PR firm in the employ of Yahoo. Their goal: create the impression that Yahoo is second only to Google as a search engine and an employer of Smart People. Make Yahoo seem cool like Google is. For example, the sentence "Yahoo also carries substantial geek cred."
Paul Graham unveils this concept in great detail in his essay The Submarine.
Notice the number of quotes from Yahoo employees vs. the number from Google employees, the insider information about Yahoo's future plans vs. the use of facts you already knew about Google anyway.
Bet.
Graham "Teach" Mitchell, computer science teacher, Leander HS
Nice stuff. The initial pictures don't show off the marquetry enough, though. Using solid hardwoods everywhere like that, you can't be making a big profit. If I weren't so broke, I'd offer to swap my HP 3562A for some of your gear.
On the DSP side, I've always wanted an automatic equalizer that would take a mic input, compare it with the test signal the equalizer is feeding into the stereo and automatically correct the frequency response. There are that do this, but the design seems like overkill, using lots of powerful DSPs to implement 74 hybrid IIR/FIR filters. Is there any reason not to do a FFT and multiply the frequency components by the correponding part of the desired response curve? Does this have some uncorrectable bad effect? Latency could be an issue for live music, but should be OK for a stereo. Seems to me like it should work, and give much finer frequency control.
"Is life so dear, or peace so sweet, as to be purchased at the price of chains and slavery?" - Patrick Henry