At cloud storage vendor Box, the real attraction lies not in the spiral slide that extends from the second floor of its Los Altos, Calif., HQ, the profusion of unicorns, the whiskey tastings, the arcade machines, or the glass-blowing classes offered to employees. It's the opportunity to work on something that's useful to large enterprises but their friends and family can also understand, says Engineering Manager Tamar Berkovici.
"It's cool that people can relate to what we're doing, while at the same time going after real challenges in enterprise computing," she says. "We want mom to be able to use it, but also for companies like Procter & Gamble to get value out of it. You don't get many opportunities to do that."
Despite having grown from 35 employees to more than 900 in a little more than four years, Box tries to maintain the mindset of a startup, says Senior Vice President of Engineering Sam Schillace, while staying competitive with top-tier companies for talent.
"Every candidate we look at these days has an offer from at least one of the following companies: Google, Facebook, Twitter, Square, Pinterest, or Palantir," says Schillace. "If you want to play at a high level and recruit the best engineers, every single piece matters. You need to have a good story, compensate fairly, engage directly, and have a good culture they want to come work with. You need to make some kind of human connection. You have to do all of it, and you have to do all of it pretty well. Because everyone else is doing it pretty well."
With an algorithm like that for courting new coding talent, is there really any question whether today's top developers are king?
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This article, "Tech boom! The war for top developer talent," originally appeared at InfoWorld.com. Follow the latest news in programming at InfoWorld.com. For the latest business technology news, follow InfoWorld.com on Twitter.