Regional differences affect lower tech salaries

A survey of salaries for information technology professions compared the average pay for different positions in different regions of Brazil. The study, available under registerreverberated in some IT communities.

At the they in IT, the discussion directly addressed the regional issue. The study shows the lowest and highest salaries, as well as averages by position and region. In some regions, the senior developer salary reached BRL 2,000 per month, which was soon pointed out as very low by the group.

While professionals recognized that companies in some regions practiced lower salaries, there was already a consensus: remote work has changed the scenario and now these differences can be challenged. We describe three of the main challenges: the differences from remote to face-to-face, career development and the need for capacity building and training.

O TecMasters spoke with Mariana Horno, Senior Manager at Robert Half, about the profile of the IT professional and regional salary differences. According to the specialist, geography no longer influences how much a professional earns. Other characteristics such as fluency in English, personal skills and professional updating make much more difference.

Image: Unsplash

Challenge 1: Salaries in remote and face-to-face work

“The IT area was the first to be innovative for breaking down barriers of location and this intensified in the pandemic”, says Mariana. Furthermore, Brazil already has technological innovation hubs in different regions. “Porto Digital, in Recife, TecnoPUC in Porto Alegre, San Pedro Valley in Minas Gerais, Vale da Eletrônica in Santa Rita do Sapucaí, São José dos Campos and Campinas are just a few decentralized regions of innovation”, indicates the professional .

In the technological innovation hubs, salaries in the IT area still make a difference for those who live nearby. “The market lacks candidates for many vacancies, this is a trend, but currently being close to a region with technology companies has less impact than in the past”, explains the specialist.

In the specific case of professionals who need to work from home, such as young mothers and fathers, the attraction to remote work is even more understandable. “Whoever is always at home and available is the ideal professional for highly valued positions for remote work”, points out Mariana.

Those who are willing and willing to invest in remote work can even think about internationalizing their careers. You have to adapt to working in different time zones, however. Once this obstacle is overcome, the vast majority of IT areas can have remote professionals. “Only some very specific areas need on-site personnel, such as infrastructure, for example”, declares the expert.

Salaries for remote and face-to-face work

Image: Alex Kotliarskyi/Unsplash

Challenge 2: Being in a company building does not mean career evolution

For developers and programmers, however, the need for face-to-face work is less and less. “What is important to observe are the opportunities for seniority in the positions and how much they can achieve in terms of the remuneration package”, Mariana recalls.

Being available for a company currently has nothing to do with being in the company’s building. “The idea of ​​availability has changed a lot with the breaking of barriers, even the most traditional companies have adopted hybrid models of work”, remembers the spokeswoman.

“Companies with a controlling view, where there is an owner who watches the employees, are an exception today”, he explains. Excessive control does not positively impact productivity. “IT professionals no longer want to work in very rigid environments and the competition’s offers are great because there is flexibility due to the shortage of talent”, details the recruiter.

Salaries for remote and face-to-face work

Image: Brooke Cagle/Unsplash

Challenge 3: training at all times for all professionals

In addition to professionals, companies are also undergoing a moment of digital transformation. “The more professionals are qualified and trained, the more opportunities they will find in companies that are always looking to update themselves”, says the specialist.

To get the training right, the professional must be aware of what the market demands and know what kind of career he wants to follow. “It is the famous Y career: there are those who want to continue in the technical career and improve themselves for this and for a more introspective work, whereas those who want to be a manager will need to learn to engage teams, plan and other characteristics that will add to their technical knowledge” , explains the spokeswoman.

If the professional has difficulty choosing their training or refining their career plans, this is where it is important to look for a specialist in personnel development, even in the HR of the company they work for. “It doesn’t matter the details of the training to choose, but think about what career you want and how to get there”, he says. “More and more professionals are stepping out of their pre-established limits and this is very important to always be able to achieve more in the future”.

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