And 26% of developers say they discovered a company for consideration from an ad on a website. For those that come across companies that they might want to work for, they ask friends or family first and read media coverage about the company. Whether passively looking at companies they might want to work for in the future or actively searching for a new job, developers tend to turn to the same four sources to find out what it’s like to work there: their personal network, media, company content like blogs and culture videos, and reviews. And those legacy wiki systems? Only 20% said not having access to one would make a company unappealing. Interestingly enough, the absence of ChatOps isn’t a deal-breaker for developers-a mere 8-12% said not having one of these tools would make a company unappealing. In terms of flexibility, 56% of developers said they would be turned off if they were tied to specific working hours, and 50% said they find companies unappealing if required to go into an office. Specifically, nearly 60% would be turned off if they were blocked from accessing Stack Overflow, and 54% find companies unattractive when they don’t have the resources to feel confident in their work. On the flip side, companies become unappealing when flexibility and resources are limited. Specifically, 35% find a structured onboarding process appealing, and 33% find it appealing if the employer makes it easy to find experts within the company. Developers are also looking for structure and connections when they join a company. So what makes a current or future employer attractive? Over 53% want the developer experience to be prioritized at work, with salary transparency (41%) second, and opportunities to learn from people outside of their team third (40%). Developers value flexibility and opportunities to learn at work Millennials are also the group most interested in opportunities to learn. In fact, prioritizing flexibility when it comes to working hours and remote work in future roles was consistent across every age demographic surveyed, with millennials sniffing out opportunities to learn with the same frequency. Similarly, when developers are considering staying at their current job, flexibility at work trumps everything (65%), even salary (59%), while opportunities to learn (56%) are close behind. Aside from salary (69%), flexibility (61%) and opportunities to learn (53%) are the top reasons developers consider leaving their current jobs. When evaluating their current jobs, what’s important to developers as they consider staying is nearly identical to what they prioritize if they consider leaving. When looking at job opportunities, an overwhelming majority compare them to their current employer (77%). When asked why, about 65% named salary as the primary reason, with 39% wanting to work with new technologies, 36% wanting better work-life balance, and 35% seeking growth or leadership opportunities. About 75% of developers are either actively looking for a job or open to new opportunities. Opportunities to learn and grow are critical to retaining talent. Factors that influence developer retention This all begs the questions top of mind for nearly every technical recruiting team in the world: How do you attract technical talent? What do developers care about when they evaluate new opportunities? We surveyed over 500 developers and the findings might surprise you. However, over 50% are open to opportunities if they come their way. Yet, nearly 80% of developers aren’t actively looking for a new job. There are over 70,000 technical roles currently open, according to nearly every major job board we checked. It seems like every year is “hotter” than the year before. The competition for technical talent continues to heat up.
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