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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Very interesting and well stated. But do you have a sense of what % of DMV workers work for FANG type companies? I would imagine the majority of white collar employees in the region are feds, in politics, or in the periphery that revolves around those things (lawyers, contractors, etc.). Those jobs will never be 100% wfh. [/quote]

There are far fewer FANG-type employees in the DMV today, but the issue is that the labor pools are connected.  If Booz, Deloitte, Accenture, etc want to be able to hire and retain even B-level developers, they have to match the same perks as the "B tier" tech companies who themselves have to match FANG (in benefits, not salary), so it all trickles down.

It's hard to overstate how difficult it is to hire, retain, and motivate the top 25% of technical talent out there.  Between internal costs and external HHs my company spends almost $50k per hire to fill software development roles.  We pay them a fortune and bend over backwards, and just hope they stay for at least 3 years before they job hop to somewhere else.  Anyone who thinks we will let a sizeable % of these employees walk out the door because they don't want to return to an office is delusional.  I think the problem is that the employee-employer power dynamic has become totally flipped in favor of the employee in tech, but remains heavily in favor of the employer in most other fields, and that extreme differential is hard to appreciate until you've seen it first hand.

I have no idea how the Feds will recruit.  When you can make $150k + some stock options on a 35 hour/week very flexible work from home/work from anywhere schedule, why would you ever take a job that required you to commute and be in an office for much less money?  I don't know the details of Fed pensions, but it's hard to believe they make up for that.  Which makes me think the Feds will hire the worst talent (scary) which simply builds up technical debt that is more expensive to fix later on -- or farm more and more of the work out to the Booz Allens of the world, who turn around and offer the competitive pay/benefits in a way that the Fed salary schedule doesn't allow.  I've love to hear more from anyone who has to hire this type of talent for the Feds, if they lurk around here.[/quote]

A lot of federal positions don’t have exact private sector counterparts because a lot of agency missions are not profit-based. I’m a fed attorney, but I don’t litigate or deal with clients. The closest equivalent would be policy work, but it doesn’t really translate to legal work in the private sector. Also, a lot of the IT stuff is outsourced as you mentioned. So I don’t think federal recruiters are going after the same employees as these FANG-type companies.

That said, if the private sector pushes salaries up so that housing continues to become even more expensive, then yes the government is going to have a problem. The federal workforce is very old by and large. As agencies recruit younger employees to replace them, there may be a need to increase locality pay or move some offices further out. [/quote]

But everyone will move out to the country since they can make $150k but live in a CO mountain town.  That’s why house prices will plummet everywhere except Hawaii, San Diego, Boulder, beach towns etc. [/quote]

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