1、Hiring in the Great Resignation2021 State of Tech SalariesHiring in the Great Resignation2021 State of Tech Salaries2Were in the middle of the Great Resignation where employees are quitting their jobs at record-setting rates.During the COVID-19 pandemic,many entered a period of reflection,reevaluati

2、ng their career paths with newfound perspective.Some people vowed never to work from an office again,while others sought out better benefits and work-life balance.This has led to high employee turnover and a spike in demand for top tech talent.In this fluid candidate job market,companies must rethin

3、k their recruiting and hiring strategies and reframe staffing challenges as opportunities for innovation.What benefits should they offer to attract and retain talent beyond competitive salaries?How should they restructure compensation plans,e.g.based on cost of living,as they shift to more flexible

4、work models and hire across the globe?And finally,what matters most to employees when it comes to their careers and what are companies still missing or falling short of?Companies cant afford to sit back and expect talent to come to them they need to take proactive steps to attract,employ,and retain

5、top tech talent in this competitive market.In this years State of Salaries Report,we took a close look at Hireds marketplace data to uncover how and why salaries have changed specifically with the spike in remote work since the beginning of 2019 and how demand for tech talent has shifted across diff

6、erent markets.We also gained valuable insights from over 1,200 tech employees to provide companies with answers to the above questions and guidance on how they can adapt to meet changing candidate preferences,revamp their hiring strategy,and thrive in the Great Resignation era.Overview from Hireds C

7、EOJosh Brenner CEO of HiredIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries3Key takeaways1.Demand for tech talent is at an all-time high globally as the Great Resign

8、ation causes increased turnover,driving continued pressure on salaries and leading to significantly shorter hiring cycles.The increased demand for more junior candidates to fill open roles and shift to hiring remotely in smaller markets(tier 2 and 3)has resulted in slightly lower average tech salari

9、es in the U.S.in 2021 compared to 2020.Globally,average tech salaries for remote roles and candidates in tier 2 and 3 markets have seen the biggest increase.Read more here about average tech salaries based on years of experience,industry,role,and more.Companies are moving incredibly fast to keep up

10、with high demand,with a record-low of 30 days to hire in the U.S.and 34 days in the U.K.Read more here about how time-to-hire has decreased over the last years across different regions.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsA

11、bout HiredHiring in the Great Resignation2021 State of Tech Salaries4Key takeaways2.Offering remote work options is necessary to compete for the vast majority of tech candidates and employers are adapting.52%want a remote-first model with flexibility to go into an office if they wish,while 33%want t

12、o stay fully remote meaning that almost 90%want some kind of remote work option.Employers are adapting with over 90%of employers moving to a hybrid/flexible or fully remote work model.Read more here about employees and companies current remote work situations and future plans.IntroductionTech salary

13、 trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries5Key takeaways3.Lowering salaries for remote employees will lead to increased turnover and most expect their salaries to stay the same or in

14、crease.74%would start looking for a new job if their salaries were to decrease or they would be denied an expected raise in the next six months.40%expect salaries to stay the same,while 35%expect them to increase up to 10%over the next six months.Read more here about what tech employees expect and h

15、ow to determine the appropriate salary.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries6Key takeaways4.Employees want other benefits beyond compensation and are will

16、ing to trade them for a lower salary.76%of tech employees are willing to accept a lower base salary in exchange for other forms of compensation,with 12%willing to trade for compelling benefits and only 23%not wanting to trade their base salary at all.Read more here about the top benefits tech worker

17、s want and look for when evaluating a new job opportunity.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries7Key takeaways5.Companies need to be highly transparent abo

18、ut their remote compensation and pay structures to avoid frustration and turnover.There are mixed opinions about how to determine initial remote salaries 45%of tech employees disagree with using the cost of living of the employees location as a baseline.Read more here about what tech employees agree

19、 and disagree on when it comes to remote salaries.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredTech salary trendsDemand for tech talent remains at an all-time high amid Great Resignation,driving increased demand for juni

20、or and remote talent to fill roles faster than ever The hiring environment has become increasingly competitive after the effects of COVID-19 which has led us into the Great Resignation era.Many employers are choosing to bring in less experienced candidates to fill high demand and invest in learning

21、and development to continuously maintain their hiring pipeline.With the demand for junior and remote roles increasing specifically in tier 2 and tier 3 markets salaries have overall shown a small decrease in the U.S.in 2021,compared to 2020.However,more experienced U.S.candidates(with 2+years of exp

22、erience),as well as talent in Canada and the U.K.,continue to see tech salaries rise on average.Hiring in the Great Resignation2021 State of Tech Salaries9Location trendsAverage tech salaries by market 2021 vs 2020Overall,remote work and hiring demand for tech talent remain at an all-time high.Howev

23、er,our data shows that more people are migrating out of big tech hubs into areas with lower cost of living.This has led to an increase in demand and interview requests in areas with lower cost of living.As a result,employers are expanding their addressable candidate pool,filling roles faster and pay

24、ing lower average salaries.While remote salaries are increasing overall compared to other markets,San Diego a city that has become popular for remote work has shown the highest salary increase.$165k$165k$149k$149k$144k$144k$144k$144k$124k$124k$136k$136k+5%+5%-9.5%-9.5%-5.5%-5.5%$135k$135k+1.0%+1.0%$

25、133k$133k +3.5%+3.5%$117k$117k+1.0%+1.0%$147k$147k+1.0%+1.0%$151k$151k-1.0%-1.0%+3.0%+3.0%$136k$136k$158k$158k+4.6%+4.6%-0.3%-0.3%+2.3%+2.3%+9.1%+9.1%SF Bay AreaSF Bay AreaLos AngelesLos AngelesSan DiegoSan Diego$152k-1.1%U.S.average74k+2.1%U.K.average$143k+4.6%Remote average$138k+6.2%Global average

26、AustinAustinDallasDallasAtlantaAtlantaDenverDenverChicagoChicagoToronto(CAD)Toronto(CAD)BostonBostonNew YorkNew YorkWashington D.C.Washington D.C.SeattleSeattle74k74k+2.1%+2.1%LondonLondonIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitio

27、nsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries10Market trends$132K$132K$138K$138K$143K$143K$128K$128K$132K$132K$138K$138K$125K$125K$131K$131K$135K$135K$120K$120K$128K$128K$133K$133KSalaries by market tier,20192021201920192020202020212021RemoteTier 3AtlantaAustinChicagoDallas

28、/Ft WorthDenverDublinMelbourneMinneapolis/St PaulPhiladelphiaSan DiegoSingaporeWashington D.C.Tier 2BostonLos AngelesSeattleTorontoTier 1LondonNew YorkSF Bay AreaIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the

29、 Great Resignation2021 State of Tech Salaries11Remote interview trendsInterviews by location and time zone,20192021With the shift and demand for remote work,employers have been able to expand their talent pipelines,hiring across an increased number of markets and time zones.Per our data,the number o

30、f different time zones and locations where employers have interviewed candidates for a given role has increased significantly since the start of the pandemic,with a spike in early 2021.While in January 2020,for one open position,employers interviewed candidates across 2.2 different markets and 1.5 t

31、ime zones on average,these numbers have increased to 3.4 markets and 1.8 time zones on average in June 2021.The fact that the average number of time zones has increased much less than the number of markets companies have interviewed in could indicate that employers are still hesitant to go beyond th

32、eir time zone when hiring remotely with potential reasons being easier collaboration and communication.Q1-19Q1-19Q1-20Q1-20Q1-21Q1-21Q2-19Q2-19Q2-20Q2-20Q2-21Q2-21Q3-19Q3-19Q3-20Q3-20Q3-21Q3-21Q4-19Q4-19Q4-20Q4-202.182.182.252.25Markets interviewed per roleMarkets interviewed per roleTime zones inte

33、rviewed per roleTime zones interviewed per role2.352.352.252.252.242.242.302.302.582.582.882.883.273.273.683.683.413.411.481.481.501.501.531.531.491.491.471.471.511.511.601.601.681.681.791.791.871.871.801.80IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodo

34、logyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries12Salary trends by years of experienceRemote:Average salary by experience,20192021United States:Average salary by experience,20192021United Kingdom:Average salary by experience,2019202110+years experience2-4 ye

35、ars experience4-10 years experience1-2 years experience0-1 years experience20192019$75K$75K$100K$100K$125K$125K$150K$150K$175K$175K202020202021202120192019$75K$75K$100K$100K$125K$125K$150K$150K$175K$175K20202020202120212019201940K40K50K50K60K60K70K70K80K80K90K90K2020202020212021IntroductionTech sala

36、ry trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries13Salary trends by industryUnited States:Highest paying industries Remote:Highest paying industries United Kingdom:Highest paying industri

37、es Fashion$159,481Entertainment$158,221Health$153,898Media$153,890Real estate$153,798Enterprise$159,599Marketplace$158,055Health$157,951Advertising$155,564Entertainment$154,756Entertainment81,063Marketplace80,573Real estate79,254Finance75,896Health75,075202120212021202120212021For remote roles,weve

38、seen a great amount of salary growth in the entertainment,fashion,and real estate industries,with a 34%,17%,and 26%average salary increase respectively,between 2020 and July 2021.For U.S.-based roles,there was a shift from biotech and consumer mobile industries which were among the top 5 highest-pay

39、ing industries in 2020 towards enterprise,marketplace,and health as the ones offering the highest salaries in 2021.For U.K.-based roles,the entertainment industry has seen the biggest salary growth,with a 17%increase in average salaries between 2020 and July 2021.Health is another high-growth indust

40、ry that has shown a 9%increase in salaries.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries14Remote:Average salary by experience,20192021United States:Average salary

41、 by experience,20192021United Kingdom:Average salary by experience,20192021Salary trends by roleData AnalyticsSoftware EngineeringDevOpsProduct ManagementEngineering ManagementDesignQA20192019$75K$75K$100K$100K$125K$125K$150K$150K$175K$175K$200K$200K202020202021202120192019$75K$75K$100K$100K$125K$12

42、5K$150K$150K$175K$175K$200K$200K20202020202120212019201960K60K70K70K80K80K90K90K100K100K110K110K2020202020212021IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries15Sal

43、ary expectationsOver the next 6 months,I expect my salary in my current role to:If your salary were to decrease or you were denied an expected raise in the next 6 months,what would you do?Increase up to 20%22%Increase up to 10%35%Stay the same 40%Decrease up to 10%2%Decrease up to 20%1%Quit6%Stay7%S

44、tay,but negotiate other benefits13%Start looking for a new job 74%IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries16Career plansAre you planning on looking for a new

45、 opportunity in the next six months?Yes 57%No 34%Maybe 9%01 years experience01 years experienceYes 59%No22%Maybe 19%59 years experience59 years experience24 years experience24 years experienceYes 63%Maybe 15%No 22%Yes 64%No 17%Maybe 19%10+years experience10+years experienceIntroductionTech salary tr

46、endsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries17Salary calculatorFor more information on current tech salaries,check out Hireds salary calculator and find out what average salaries look lik

47、e across different roles,levels of experience,and locations.IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries18Companies are hiring faster to meet high demand for tec

48、h talent As a core part of our mission at Hired is to make hiring processes more efficient for both job seekers and employers,were happy to see that time-to-hire rates are at all time lows.U.S.companies in particular are moving incredibly efficiently to keep up with demand they only take 30 days to

49、fill an open role on average,compared to the global average of 32 days.Time to hireAverage time to close open roles2019201930 days30 days25 days25 days35 days35 days40 days40 days45 days45 days50 days50 days55 days55 days2020202020212021United KingdomUnited StatesGlobalRemoteIntroductionTech salary

50、trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries19Cost of livingAverage tech salary adjusted for cost of living in SF Bay AreaThe shift to remote work begs the question:Where will my money

51、go the furthest?Using San Francisco as a baseline for average salary and cost of living,we calculated how far your dollar will stretch in other major U.S.cities.While major tech hubs like San Francisco and New York often offer higher salaries,this is offset by the high cost of rent,groceries,local t

52、axes,and more.As a result,making the average$165k salary in San Francisco would be the equivalent of making$243k in Dallas.Only Washington D.C.and New York City top San Franciscos steep cost of living.New York$157kWashington D.C.$164kAtlanta$242kAustin$234kBoston$190kChicago$190kDallas$243kSF Bay Ar

53、ea$165kLos Angeles$201kSan Diego$192kSeattle$204kToronto$184k(CAD)IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredEmployee benefit preferencesEmployees want other benefits and are willing to trade them for a lower salary 27

54、%of tech employees would accept a lower base salary in exchange for stock in a publicly traded company indicating that employees increasingly want to be a part of the business and its future growth and feel more connected to it.Overall,the top three most compelling benefits tech employees ranked are

55、 1)flexible work schedule,2)paid time off,and 3)physical health,dental,and vision insurance/benefits however,preferences vary based on employees years of experience.Younger,less experienced employees value tuition reimbursement,while more experienced tech professionals ranked childcare services and

56、paid parental leave higher.When evaluating a new opportunity,salary and compensation,flexibility and work-life balance,and company culture weigh most heavily in tech employees decision to accept the job.Hiring in the Great Resignation2021 State of Tech Salaries21Salary tradeoffsWould you be more lik

57、ely to accept a lower base salary offer in exchange for.Nothing23%Stock in a public company27%Equity in a private company18%Flexible work options12%Performance bonus8%Other benefits12%IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAb

58、out HiredHiring in the Great Resignation2021 State of Tech Salaries22Work ScheduleMost compelling benefitsBeyond compensation,what do you now consider as the most compelling company benefits?Least importantLeast importantMost importantMost importantWhen looking at benefits preferences based on tech

59、employees years of experience,we found some interesting differences to the overall results.Younger,less experienced employees ranked tuition reimbursement significantly higher,while more experienced tech professionals indicated that childcare services and paid parental leave are more important to th

60、em.Childcare ServicesMental Health BenefitsPaid Parental LeavePhysical Health BenefitsPTORetirement PlanningTuition ReimbursementWellness StipendIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignatio

61、n2021 State of Tech Salaries23Most compelling benefits by years of experience0-1 Years Experience59 Years Experience2-4 Years Experience10+Years ExperienceChildcare ServicesChildcare ServicesChildcare ServicesChildcare ServicesMental Health BenefitsMental Health BenefitsMental Health BenefitsMental

62、Health BenefitsPaid Parental LeavePaid Parental LeavePaid Parental LeavePaid Parental LeavePhysical Health BenefitsPhysical Health BenefitsPhysical Health BenefitsPhysical Health BenefitsPTOPTOPTOPTORetirement PlanningRetirement PlanningRetirement PlanningRetirement PlanningTuition ReimbursementTuit

63、ion ReimbursementTuition ReimbursementTuition ReimbursementWellness StipendWellness StipendWellness StipendWellness StipendWork ScheduleWork ScheduleWork ScheduleWork ScheduleIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout Hired

64、Hiring in the Great Resignation2021 State of Tech Salaries24Weighing benefits and compensationWhat factors weigh most heavily in your decision to accept a job?Least importantLeast importantMost importantMost importantCompany cultureCompensationFlexibilityProduct/ProjectsProfessional growthIntroducti

65、onTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries25Weighing benefits and compensation by years or experience0-1 Years Experience59 Years Experience2-4 Years Experience10+Years

66、ExperienceCompany cultureCompensationFlexibilityProduct/ProjectsProfessional growthCompany cultureCompensationFlexibilityProduct/ProjectsProfessional growthCompany cultureCompensationFlexibilityProduct/ProjectsProfessional growthCompany cultureCompensationFlexibilityProduct/ProjectsProfessional grow

67、thIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredRemote work trendsWhen remote work becomes just work Remote and hybrid work have certainly become the new norm and established ways of working for the long-term.The majority

68、 of employees expect and want to have those flexible work options and be compensated fairly for it,meaning there shouldnt be a pay decrease just because they are no longer in an office.However,there are mixed opinions about how to determine initial remote salaries almost half of the tech employees s

69、urveyed disagree with using the cost of living of the employees location as a baseline.Being in a candidate-driven market,we are seeing employers adjust to those new remote work demands to attract and retain talent,with over 90%moving to fully remote or hybrid models.When it comes to compensation an

70、d pay structures,companies need to be highly transparent to avoid frustration and turnover and ideally use their highest cost of living market as a baseline for all making it possible for employees to truly work from anywhere.Hiring in the Great Resignation2021 State of Tech Salaries27Work from home

71、 trendsWhat model for return to work do you prefer?Does your current employer have plans to return to the office?What is your current work situation?Fully remoteHybridIn office full time3%18%79%Yes,with a hybrid modelNo,we will stay remoteYes,full time in the office8%25%66%Remote first with optional

72、 officeFully remoteHybrid model(fixed home/in office days)Back in the office full time14%33%52%1%IntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries28Employees should r

73、eceive the same compensation for the same work regardless if theyre working remotely.Remote salary expectationsStrongly Strongly agreeagreeAgreeAgreeNeutralNeutralDisagreeDisagreeStrongly Strongly disagreedisagree69%69%20%20%6%6%4%4%1%1%Would you be willing to accept a lower salary in exchange for w

74、orking remotely?19%23%58%NoN/A (always been remote)YesIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries29If you work remotely,do you expect your employer to provide a

75、dditional compensation equal to in-office perks such as free lunch and fitness stipend?Remote salary perks by years of experienceWhile overall,most tech employees dont expect additional compensation to replace in-office perks,we found that the majority of those with less years of experience(0-4 year

76、s)actually do want some form of compensation that is equal to traditional in-office perks something employers should keep in mind when looking to attract and hire professionals for more junior roles.No 43%No 47%No 50%No 61%Yes 57%Yes 53%Yes 50%Yes 39%01 years experience01 years experience24 years ex

77、perience24 years experience59 years experience59 years experience10+years experience10+years experienceIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries30Remote salar

78、y expectationsWork from home salaries should be based on the cost of living in the location where that employee is based.Strongly Strongly agreeagreeAgreeAgreeNeutralNeutralDisagreeDisagreeStrongly Strongly disagreedisagree18%18%18%18%19%19%25%25%20%20%IntroductionTech salary trendsBenefit trendsRem

79、ote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries31If you moved at the start of the pandemic,what was your primary motivation for moving?Relocation trendsDid you move even though you didnt know whether your compan

80、y would go fully remote?5%5%10%10%15%15%20%20%I want to live closer to familyI want to live in a less expensive city(cost of living)I want to experience living in a new placeI want to live in a less dense areaI want to have more job opportunities26%74%I moved without knowing what my company would de

81、cide to do in the long term with remote work policies.I knew that my company would stay fully remote permanentlyIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredOpportunities&next stepsTo thrive in this competitive,candidate

82、-driven market of the Great Resignation era and turn current staffing challenges into opportunities,employers need to leverage data-driven insights,upgrade their recruiting and hiring toolbox with modern solutions,revamp internal processes,and actively adapt to meet changing candidate preferences.Th

83、is will be key to not only accelerate the hiring process in this fast-paced market and fill roles faster but also to establish solid and successful talent acquisition strategies in the long term.Here are four steps employers can start taking today to attract and hire top tech talent throughout the G

84、reat Resignation and beyond:Hiring in the Great Resignation2021 State of Tech Salaries331.Promote salary transparency.Disclosing compensation and benefits in the hiring process and throughout the company are proven tactics for attracting and retaining top talent.Be transparent about your compensatio

85、n structure across different locations and whether there are any adjustments based on cost of living for remote roles.Since we found that 75%of employees would start looking for a new job if their salary were to decrease,its important to openly communicate how salaries are determined across roles to

86、 avoid turnover.Check out Hireds salary calculator to find out what average salaries look like across different tech roles,levels of experience,and locations.Opportunities and next stepsIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitions

87、About HiredHiring in the Great Resignation2021 State of Tech Salaries342.Offer the right benefits.With competition for tech talent at an all-time high,employers must adapt to meet changing expectations around work-life balance,remote work,DEI,professional growth opportunities,and other benefits.Surp

88、risingly,27%of employees would accept a lower base salary for equity or a performance-based bonus and 12%would trade for remote flexibility,meaning companies need to re-prioritize and ensure that their teams feel connected to the business growth and success.While salary is still an important conside

89、ration for employees,they also increasingly value flexibility and want to be in a company culture that aligns with their own values however,preferences can vary between younger and more experienced employees.As you establish compelling benefits,make sure that those are communicated publicly and to p

90、otential candidates throughout the hiring process.Opportunities and next stepsIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries353.Provide flexible options for remote

91、 work.As we enter the post-COVID era,an astounding 62%of tech employees plan to look for a new opportunity in the next six months,which means companies need to proactively build warm talent pipelines to prepare for the possibility of turnover.The best way to source top talent efficiently and effecti

92、vely is to look for candidates across the country and even globally.This not only helps you build more diverse teams but also meets new demands for remote work weve uncovered in this report,ultimately helping attract and retain talent.In July 2021,we even saw that 93%of candidates on the Hired platf

93、orm stated a remote preference with 82%being open to remote work and 11%only wanting to work remotely.If youre not offering remote or hybrid work options,youre missing out on top talent.Opportunities and next stepsIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next steps

94、MethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech Salaries364.Leverage data-driven hiring solutions.Overall,companies are hiring faster than ever before with an average of 30 days to hire but this is not the case for everyone and most companies still struggle t

95、o fill open roles and keep up with demand.Data-driven hiring solutions,such as Hired,provide companies and HR teams with the most efficient and effective way to source and hire pre-vetted,skilled tech talent,tailored to their individual needs.By providing access to engaged candidates,digital tools h

96、elp increase candidate response rates and therefore speed-to-hire.The result is better hiring decisions,less manual work,and more time back for HR teams to focus on employer branding and other high-impact initiatives discussed above.Furthermore,solutions like Hired can help you leverage skill-based

97、assessments to reduce bias in the hiring process and effectively source underrepresented candidates to meet your DEI and hiring goals.Opportunities and next stepsIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the

98、 Great Resignation2021 State of Tech Salaries37372021Hired State of SalariesThis report is based on Hireds proprietary data from real job offers on the platform from companies to tech professionals,collected and analyzed by Hireds data science team.For this report,we focused on tech talent in 21 mar

99、kets,in addition to those working remotely,and analyzed more than 525,000 interview requests and 10,000 job offers facilitated through our marketplace from January 2019 through June 2021(Q2 2021),including more than 17,000 participating companies and 180,000 job seekers.Age and race data was collect

100、ed through an optional demographics survey given to Hired candidates that is used only for aggregated research purposes and not shared with Hired clients.Where numbers have been adjusted to reflect the cost of living in a certain market,we used data from the site Numbeo,which factors in things like

101、rent and real estate prices,groceries,transportation,utilities,local taxes,and more.In addition to our proprietary data,we collected survey responses from more than 1,200 tech professionals across the globe on the Hired platform to better understand how COVID-19 and the shift to remote or hybrid wor

102、k has impacted their salary expectations,preference for benefits and flexible work,overall career plans,and more.MethodologyIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredHiring in the Great Resignation2021 State of Tech S

103、alaries38382021Hired State of SalariesOffered salary as referenced throughout the report:Salary specified by the employer at the time of the interview request Market tiers,as referenced throughout the report:The market tiers are assigned based on historical or expected activity on the Hired platform

104、Tier 1 London,United Kingdom New York City,United States SF Bay Area,United StatesTier 2 Boston,United States Los Angeles,United States Seattle,United States Toronto,CanadaTier 3 Atlanta,United States Austin,United States Chicago,United States Dallas/Ft Worth,United States Denver,United States Minne

105、apolis/St Paul,United States Philadelphia,United States San Diego,United States Washington D.C.,United StatesTerms and definitionsIntroductionTech salary trendsBenefit trendsRemote work trendsOpportunities&next stepsMethodologyTerms&definitionsAbout HiredAbout HiredHired is the largest AI-driven mar

106、ketplace that matches tech and sales talent with the worlds most innovative companies,including Instacart,Dropbox,Zendesk,Postmates,Twitch,Capital One,and Peloton.Backed by the worlds leading talent advisory and solutions company,The Adecco Group,Hired combines intelligent job matching with unbiased

107、 career counseling to help people find a job they love and reach their full potential.By providing accurate,real-time information,access to equal opportunity,efficiency,and transparency,the Hired platform serves as the backbone for hiring managers,recruiters,and C-level executives to surface the best matching talent and build ambitious,diverse teams.Hired is committed to building equity in the hiring process through a more representative talent pool,using diversity goals,customized assessments,and salary bias alerts to help remove unconscious bias when hiring.For more information,visit .