What attracts skilled software engineers?

Engineering leaders don’t build software. Software engineers do.

That’s why a significant part of an engineering leader’s role is to attract and retain skilled engineers.

And to attract skilled engineers, a company needs to offer what engineers value.

A competitive paycheque is important.

But it’s not the only thing.

So what attracts engineers beyond a paycheque?

The chance to solve challenging problems using their skills.

That’s the sentiment I’ve heard repeatedly when speaking with experienced software engineers.

Why tough problems?

Because engineers spend years honing their skills.

One of the most rewarding aspects of the job is putting those skills to good use.

Challenging problems also create opportunities to learn and keep their skills sharp.

The desire to develop their skills also shapes tech stack preferences.

While great engineers love to learn and can quickly pick up a new stack, they also appreciate depth and detail.

They know what it takes to become truly proficient in a technology, and given limited time, they can only master a few.

That’s why many prefer to go deeper in their current stack rather than starting over with something new.

Why do experienced engineers change companies?

One of the common reasons is that the current role doesn’t allow them to use their engineering skills.

It often happens when engineers assume management roles, where they find themselves spending only around 20% of their time solving business problems through technology.

For them, it’s like having a sports car on a track with a 40 km/hr speed limit.

Great engineering talent wants to solve challenging problems.

Having hard problems to solve is an asset when it comes to attracting and retaining skilled engineers.

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