Why would someone want to work at your company? This question, bred largely out of the intense competition for engineering talent, assails the mind of many recruiters, hiring managers, and executives in Silicon Valley. The natural inclination for many of us: we survey the landscape of successful companies (and great places to work) for best practices and build our strategy accordingly.
But this approach is a trap. Now, I’m not talking about superficial things like unlimited PTO (the world’s biggest oxymoron), snacks, treadmill desks, or smart toilets — I hope that, at this point, nobody with a reasonable amount of talent would join a company simply because they “look like” a tech company.