Now more than ever Software Engineering is gearing forward full throttle. Since the dot com era, things were definitely showing an exponential upward trend, with plenty thinking it would even out eventually. The exponential growth is nowhere showing any signs of slowing down. And why should it?
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Almost everything in our daily lives are becoming automated and smart. Innovators and startup founders are on a roll to roll out the next big idea, in a landscape filled with automated products. While the old products are being fine-tuned, new ones enter the market and the process remains cyclical – and at the risk of sounding repetitive – that too is exponential.
While the old products are fine-tuned, new ones enter the market, and the process remains cyclical – and at the risk of sounding repetitive – that, too, is exponential. Suppose you have prior experience working as a software developer, systems engineer, systems administrator, network operations engineer, or database administrator. In that case, you already have the broad insights and relevant experience for your future role as a DevOps engineer. Recruits are more likely to hire engineers holding DevOps Certification.
Hence, software engineering is not showing any signs of either slowing down or the curve flattening anytime soon and companies that hire software engineers are raging ahead to fill the gap with top talent.
Why Do Companies Hire Software Engineers?
This may seem to be a peculiar question; however, the point to ponder here is that plenty of companies can simply go the contract route and take up software engineers on a project to project basis. There is no dearth of great talent out there, so not committing to anyone full time may seem to be an intelligent hiring decision.
But is it?
A lot of companies understand that, while there is no shortage of skills, the rates any company is ready to pay are highly competitive. Hence, a good software engineer, hired for a project, can very well be unavailable pretty soon. And there is a possibility that rehiring him/her would be out of the question.
So to retain good talent, as well as reduce turnover and constantly adjusting to new skill sets, hiring someone full time would be the route to go.
There could be an inherent budgetary issue for startup founders, strapped for cash – however, they too have plenty of options to make things work and a bit more streamlined.
Companies like Gaper, who have worked with Fortune 500 startups and dealing with several accelerator cohorts. The company knows full well how to even out any kinks in the system and make it work as seamlessly as if the hired engineers are an in-house resource. Project management irons out any assuages any lingering doubts.
How Much Do Companies Pay to Hire Software Engineers?
The main question, thus, becomes a matter of a monetary nature. Within the ambit of software engineering, there is a plethora of skill sets that companies need. The hire needs a certain skill set, the more the willingness to pay. Concurrently, the fewer the engineers who have that skill set, the higher the bid to hire that engineer.
Here is a snapshot of how much software developers can earn up to with Which software developers make the most money?
US Software Engineering Median: $112K (Source: https://learning.linkedin.com/blog/tech-tips/the-american-city-that-pays-software-engineers-the-most–and-oth#:~:text=They%20are%20also%20the%20highest,salary%20of%20%24103%2C000%20a%20year.)
Test and Quality Assurance: $103K
Infrastructure & Cloud: $116K
Embedded & Application: $118K
Machine Learning & Data Science: $129K
How Gaper Fills the Gap in the US Startup Ecosystem:
A lot of fledgling startups are looking to set their footing in a highly competitive ecosystem. Those who snooze, practically lose. This we observed, upfront, when the blocks came tumbling down in the thick of the pandemic.
Everything is now literally in a state of Pre, During and (now waiting for) Post COVID. It is a lot to do with how everyone deals with the “new normal”. In our quest to understand more, our Podcast Series “The Future of Remote Employment” was launched a few months prior to the world suddenly locking itself up, when everything went remote practically overnight.
Ironically when we started off with this series (a few months back) we did not know the world would forcefully go remote a few months on.
Having said that, Gaper already understood a lot of trends and knew that if something would not be done now, the cracks would become huge gashes. Startups were already struggling to fill positions that were too expensive to do so. So Gaper launched its services to help startup founders (more so during the lockdown wave) to fill the gap in the engineering world.
With a pool of 1200+ talented Software Engineers from 12+ countries, founders were bound to find what they were looking for within 48 hours. Free consultations and round the clock conversations, kept things flowing smoothly.
The long and short of all this is that Software Engineers up their skillset in order to make the most of their knowledge and founders look to hire remotely in order to keep their cost of hiring low. It is a mutually beneficial cycle where everyone wins.
Gaper creates a liaison between the two, helping both sides of the equation through a quick and seamless hiring process, while also taking out the responsibility of payroll and tax compliances. So that founders have an in-house resource, without the headache of the back and forth of making sense of various rules and regulations.