As more and more companies are having trouble finding developers recently, so-called’developer’s attention’ is emerging as the hottest issue among them.
While several companies are fighting fierce developer recruitment wars with exceptional conditions such as high salary and stock options, they are in the midst of competition for recruiting talent by offering the highest level of recruitment conditions from large-scale companies to promising startups.
Not only the salary, but also the work environment and corporate culture are important choices for job seekers. Each company has different hiring conditions, so let’s take a look.
“Big scale and big annual salary”…If you want a high salary, pay attention to large game companies and IT companies
Large corporate IT companies’ appetite for developers is heading towards high salaries. As one of the best interests of office workers is’annual salary’, it seems natural that job seekers pay attention to it. Krafton, a game company that introduced the mobile masterpiece Battleground, sharply raised the developer’s annual salary by 20 million won, sparking a race for manpower. NCsoft has decided to increase the annual salary of the developer group by 13 million won and remove the annual salary cap for new employees to guarantee an initial salary of 55 million won. Nexon, Netmarble, Com2uS, and Gameville have also announced plans to increase their annual salary of 8 million won, sparking competition to raise their annual salary.
Kakao, which started hiring the largest developer in history, distributed its own stock worth 4.55 million won to employees in the name of bonuses along with a salary increase. In addition, Coupang and the elegant brothers also paid a starting salary of 60 million won.
B2B SaaS market is in full swing.. Infinite’opportunity’ for developers
Spoqa, a small business store solution start-up, is leading the reinforcement of IT expertise and competitiveness by actively supporting various challenge opportunities, technology communities, and technology infrastructure for developers. In particular, the’Technology Blog’ operated by Spoqa has been recognized for its service competitiveness enough to stand shoulder to shoulder with the technology blogs of major domestic IT companies such as Naver’s Kakao Line Delivery People. In fact, the ‘3rd Spokkacon’ held in February received great attention as a number of developers who learned about Spokka’s differentiated technology and corporate culture through its technology blog gathered.
In addition to the vast data infrastructure it has accumulated over the years, Spoqa actively recommends the introduction of new development tools, languages, and solutions, and is not spared full support for developers. In addition, by pursuing an employee-centered bottom-up method, developers can directly plan and conceive products, allowing them to experience the overall development process. Along with this, Spoqa has prepared its own code of conduct, the Code of Conduct, and executives are making efforts to form a horizontal organizational culture.
“As Korean B2B SaaS companies begin to reveal their potential, they are growing at a terrifying rate,” said Choi Jae-seung, CEO of Spoqa. We look forward to the support of talented people who will run unstoppable with Spoqa in an environment where creativity can be displayed.”
Jarvis & Villans, an artificial intelligence (AI) tax accounting platform startup that has started to expand its techpin business in earnest, is committed to pioneering new markets in the industry by taking the lead in solving tax blind spots with leading talent.
Following’Javis’, a B2B SaaS service for businesses, the company successively introduced’Samjeoksam’, which helps individual customers report and refund comprehensive income tax. Jarvis & Villas, which led the service box office, is spurring the securing of core financial resources to upgrade the platform in order to meet the expectations of users.
In particular, the company is making full investments in talented people, which are growth engines, while breaking the record-high performance by creating tangible results in the AI tax accounting field. Annual salary negotiations are conducted twice a year for developers, etc., and incentives equivalent to 100-200% of monthly salary are paid once each in the first and second half of the year. In addition to the annual salary, spot incentives are also provided according to monthly performance 0.
It is also worth paying attention to the corporate culture that aims for horizontal communication in a free atmosphere. By pursuing an agile culture that allows you to realize your imagination to your heart’s content, developers can focus on development without restrictions and restrictions, as well as opportunities for a new leap forward with Jarvis & Villas. Jarvis & Villas plans to provide full support for developers to improve their capabilities and create new growth opportunities, with the goal of expanding the techpin business area through the qualitative advancement of AI services.
Indent Corporation, which developed’V Review’, an artificial intelligence (AI)-based video review service, is in earnest in hiring core IT powers capable of leading together in the explosively growing era of video review commerce.
In particular, in order to establish a more advanced system to establish itself as an unrivaled video review service provider in the B2B SaaS market, ▲ front-end engineer ▲ back-end engineer ▲ data scientist, etc. Is speeding up.
Currently, many attempts are being made to grow the culture of the development team inside. Through weekly retrospectives, they not only share themselves and their team situation with each other to promote development, but also try various collaborative networks and work methods such as Pomodoro and Scrum to share a productive and active culture.
Since Indent Corporation was established for the global market, it introduced Remote Work early to enable free work without time or space constraints. It gave each individual a flexible thinking and a sense of responsibility, and successfully settled the remote work. With the motto of saving unnecessary time and reducing work productivity, all employees are freely using remote work, and in two years after the launch of the service, V-Review introduced more than 2,000 shopping malls. Are receiving.
The Channel Corporation, which operates the All-in-One Biz Messenger Channel Talk, is also in the midst of attracting developers. Channel Talk, which provides business-oriented software (B2B Saas) services to SMB companies, is regarded as a startup that developers want to go to because the average age of employees is 30 years old and can receive the industry’s best treatment in a young and dynamic atmosphere.
Founder, CEO Si-won Choi, was also a developer, and various cultures for developers have been established throughout the Channel Talk from the beginning. 70% of the company’s workforce is development workforce, and the company is working hard on the in-house work environment so that developers can focus on work and grow in a free and flexible organizational atmosphere.
Channeltalk generously supports top-of-the-line equipment, as well as provides a definite reward by giving stock options to employees who showed outstanding performance. In recent years, existing employees recommend developers, and if they work for more than one year, they have introduced a total of up to 5 million won in rewards, encouraging excellent manpower to be recommended. In addition, various systems are in place for employees’ work-balancing, such as creating a spacious and comfortable office environment so that they can come up with creative ideas, and implementing a flexible working system.
“There are a lot of places to look for…”‘Topics’, a training program to produce practical developers
As the recruitment of developers is getting fiercer than ever, some companies that have not been able to do so are directly working to resolve the labor shortage. The Grace Brothers, the operator of the people of delivery, have been working hard to cultivate talent by running the’Elegant Tech Course’, which nurtures developers from 2019. The training course, which is already in progress for the third term, is gaining high interest from prospective developers, recording a recruitment competition rate of 19 to 1 in the first and 13 to 1 in the 2nd semester who want to get a job at an IT company.
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IT talent training startup Codestates not only connects IT training but also recruits to 180 leading companies in Korea. A’We-Win’ that relieves the initial cost burden of those preparing for career transition by applying the’income sharing’ model to the curriculum, in which a part of income is deferred as education expenses if they succeed in employment with a certain annual salary or more. ‘I am running a program. Talents from Code States who have completed the program are working in development positions at so-called IT dinosaur companies such as Naver, Kakao, and Carrot Market.
As the demand for developers increased, the cumulative student size of Codestates as of 2020 increased more than five times compared to the previous year, and the amount of income sharing also increased more than 30 times over a year, and sales more than doubled.