Employers Fail to Understand Developers, Developers, Developers

There's a cry that still echoes through the corridors of the Los Angeles Clippers' offices, one that once boomed from the lips of Steve Ballmer, the current Clippers owner and former Microsoft CEO. Drenched in sweat, he fervently chanted, "Developers! Developers! Developers!" as if summoning a unique tribe of digital warriors.

His passionate outcry continues to ripple across the country, though it might be muffled by the noise-canceling headphones of many software developers. This notion strikes me as I delve into the intricacies of the Software Developer Drought Index, crafted by Mendix, the low-code app development specialists known for their motto, "Where Thinkers Become Makers." The index reveals a landscape of anxious employers across the U.S., fretting over the scarcity of these elusive thinker-makers.

Surprisingly, eight of the top 10 U.S. counties facing this developer drought are nestled in the Midwest. Yet, topping the list is Cumberland County, New Jersey, the 16th largest county in the state, grappling with a declining population. Its most prominent employer, the Inspira Health Network, finds itself in dire need of developers amidst a stark shortage.

Not far behind is Minnehaha County, South Dakota, home to major players like Sanford Health, Avera Health, Citibank, and Wells Fargo, all of whom are desperately seeking software talent. It seems these counties, with their attractive incentives, draw in large employers who then wonder why they can't find enough developers.

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You might assume that these employers are well-versed in the concept of remote work, especially those in healthcare. However, Mendix's findings from July and August reveal that a staggering 92% of software developer job ads still specify a location. This is puzzling. Are only 8% of U.S. employers ready to fully embrace remote work? Is the majority still set on having developers nearby?

Is it because the counties with the highest demand boast lower rents, allowing for lower salary offers? The average monthly rent in these top 10 counties is $707, significantly below the U.S. average of $1,001. Yet, shouldn't there be a way to attract remote developers who can live wherever they choose, yet work for companies in these high-need areas? Or does the financial equation simply not add up?

Perhaps one day, companies will return to the communal spirit of office group hugs. But who can predict when that might happen? A year? Two years? Longer? And let's not forget the strict anti-hugging policies that might follow, reminiscent of a Catholic high school prom.

Counties like Pontotoc County, Mississippi, Ouachita County, Arkansas, and Rock Island County, Illinois, also facing severe shortages, might not be the first choice for recent graduates. Wouldn't it be wiser to allow developers to live where they want, ensuring your software projects move forward briskly?

Employers are gradually realizing that keeping employees happy often requires a personalized approach. If a company isn't flexible in its hiring practices, what kind of employer does that make them?

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