<p>I’m kind of surprised they left a “paper” trail on this. Now they are being sued by an awful lot of engineers…and it would appear they did some price fixin’. </p>
<p><a href=“Pando: Democratizing career progression”>Pando: Democratizing career progression;
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<p>From the 2010 gov’t case.</p>
<p><a href=“Office of Public Affairs | Justice Department Requires Six High Tech Companies to Stop Entering into Anticompetitive Employee Solicitation Agreements | United States Department of Justice”>http://www.justice.gov/opa/pr/2010/September/10-at-1076.html</a></p>
<p>My husband works for one of those companies. He knows many many employees who have switched from one of the high-tech companies to another. In his view, not being pestered by headhunters recruiting for the other companies was a feature, not a bug.</p>
<p>For many years, in my business we’ve always had a standard protocol - when we leave a company we couldn’t recruit from there, but if those employees should call you for a job then it was fine. It is interesting that Silicon Valley was able to have such a pact.</p>
<p>All top law firms pay their first year associate 160K, likewise IB pay their first year analyst and associate same base salary. Isn’t that a form of price fixing? </p>
<p>Oldfort, it was more or less the same in Silicon Valley. Recruiters wouldn’t recruit at other high-tech firms, but if an employee of another high-tech firm applied for a job that was fine. Often, the way one switches jobs is by knowing someone at the other company.</p>
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<p>Apparently an illegal one. They already settled with the government. </p>
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<p>Not all. Some apparently use a higher salary to attract top applicants, which makes sense to me.</p>
<p><a href=“The $160K-Plus Club: Which Law Firms Pay the Biggest Starting Salaries? - Above the Law”>http://abovethelaw.com/2012/10/the-160k-plus-club-which-law-firms-pay-the-biggest-starting-salaries/</a></p>
<p>OHMom, those are mostly boutique firms and are much smaller than what most consider to be the typical top firms that grads are interested in in NYC. Many of those Texas firms are paying those salaries to attract good candidates because most have no desire to be practicing in Texas, especially in a smaller firm.</p>
<p>Isn’t job switching outside of California much more restricted, since employees in other states are typically indentured with non-compete agreements?</p>
<p>The effect of these no-recruit agreements may be somewhat overstated. Silicon Valley has lots of small companies recruiting employees from the big companies, and no shortage of recruiters (and others) calling from leaked internal company phone lists. Also, many people are naturally skeptical of doing business with any cold-call telemarketer, particularly given the sometimes dodgy ethics (stealing internal company phone lists and the like) associated with them.</p>
<p>Thing is, if you worked at, let’s say, Facebook, and you wanted a job at, let’s say, Apple, for which you were well qualified-- you could probably get it. You’d just call up one of your friends at Apple and get your resume in the system. </p>
<p>Something like 10% of the people at Facebook used to be at Google. People move from one of the big high-tech companies to another one all the time.</p>
<p>I am glad my nephew who followed Marissa Mayer from Google to Yahoo to become VP - strategy is not part of the conspired salary group. :)) </p>
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<p>This is how the market is supposed to work, no? Maybe most grads don’t really want to work at a Texas law firm so that law firm offers more money to balance the scales. I don’t know if, say, someone at Google might prefer to be at Adobe if Adobe was paying more or offered more. </p>