????想要招聘優(yōu)秀工程師嗎？頂尖人才可是身價不菲。安德森?霍洛維茨基金（Andreessen Horowitz）科技人才主管香農(nóng)?卡拉漢稱，公司給資深工程師開出210,000至240，000美元底薪的情況屢見不鮮。而且，這還沒有包括其他福利待遇。

????在科羅拉多州阿斯彭市舉辦的《財富》科技頭腦風(fēng)暴大會上，卡拉漢與Facebook人力資源副總裁羅莉?戈勒和社交游戲公司Zynga首席人事官科林?麥克格雷利共同接受了《財富》雜志（Fortune）資深編輯帕特里夏?塞勒斯的采訪，探討如何贏得日益激烈的人才爭奪戰(zhàn)。

????為了進行對比，《財富》雜志還邀請了著名體育經(jīng)紀(jì)人卡西?沃瑟曼加入討論。沃瑟曼指出，科技人才招聘其實就像招募運動員一樣?！耙暨x出最優(yōu)秀的百分之五，對他們進行全方位了解。有時候，部分優(yōu)秀人才可能還是學(xué)生。”而下一步，就是從中挑選出最契合公司文化的優(yōu)秀人才，同時要說服他們，加入你的公司是正確的選擇。

????參與討論的各位專家都表示，近幾年，科技人才爭奪戰(zhàn)中的經(jīng)濟因素令人瞠目結(jié)舌。初級工程師就能拿到130,000美元的薪酬，這還不包括獎金。而正如安德森?霍洛維茨基金合伙人杰夫?喬丹在發(fā)言中所說的，面對最有競爭力的人才，許多公司還會拋出各種額外津貼和特殊待遇的橄欖枝。喬丹在發(fā)言中提到了簽約獎金，還說在個別情況下，公司甚至授權(quán)獵頭，開出比競爭對手高出一倍的價碼。他說道：“有的工程師每年可以拿到幾百萬美元?！?/p>

????之所以產(chǎn)生這種現(xiàn)象，一方面是因為有才華的工程師會被多家公司追逐。Zynga公司的麥克格雷利說：“以前，只有經(jīng)驗豐富的求職者才能獲得一對一的面試機會?，F(xiàn)在，大量的待業(yè)工程師就像從沙地探出頭來的土撥鼠，他們并不急于上崗，而是等待和觀望?！爆F(xiàn)如今，工程師們可以在五至六份工作邀請信之間從容地做出選擇。

????面對這樣的競爭態(tài)勢，初創(chuàng)公司應(yīng)該靠什么來競爭呢？所有人都達成了一個共識：雖然工程師會收到多份邀請，但他們并非“一切向錢看”。Facebook的戈勒說：“對于Facebook人來說，最重要的是他們能獲得影響力 —— 一方面是指個人的影響力，另一方面是投身于一項比小我更加重大的事業(yè)，再次，就是與其他Facebook人一起共事的職業(yè)經(jīng)歷?！?/p>

????初創(chuàng)公司可以通過關(guān)注生活質(zhì)量問題贏得優(yōu)秀人才的青睞。能夠招徠最優(yōu)秀程序員的公司通常都能給他們提供最有意思的挑戰(zhàn)。麥克格雷利說：“肯定有人是一切以金錢來衡量的，其實這種人很好對付。但如果你所提供的工作枯燥無味，無法帶來樂趣，恐怕再多的錢也留不住人心。”

????譯者：劉進龍/汪皓

????Want to hire good engineers? The top talent is going to cost you -- it's not unusual right now for recruiters to offer senior engineers a base salary of $210,000 to $240,000, says Andreessen Horowitz's Technical Talent Partner Shannon Callahan. And that's before the perks.

????Callahan joined Facebook's (FB) Vice President of People Lori Goler and Zynga (ZNGA) Chief People Officer Colleen McCreary to talk with FortuneEditor-at-large Pattie Sellers about how to win the ever-escalating talent war at Fortune's Brainstorm Tech Conference in Aspen, Co.

????To add a little contrast, they were joined by famed sports agent Casey Wasserman, who pointed out that tech recruiting is a lot like recruiting athletes. "You find the top five percent and you know who they are. You sometimes find them in high school even." From there, it's about identifying who will fits well within the culture of a company, and convincing them it's a good move.

????The economics of this proposition have become eye-popping in recent years, according to the panelists. Starting engineers may make $130,000 before bonus. And, as Andreessen Horowitz partner Jeff Jordan pointed out from the audience, that's before companies begin lobbing perks at the strongest candidates. "There are engineers making multiple millions of dollars a year," said Jordan, referencing sign-on bonuses and, in some cases, hiring agents authorized to double the size of a competitor's offer.

????Partly, that's because talented engineers are getting so many more offers. "It used to be for experienced candidates, it was a one-to-one conversation," said Zynga's McCreary. "Now it's like a groundhog popping their head out of the sand." Engineers are balancing five and six offers.

????So how can startups compete? Everybody agreed that even with so many offers, engineers are not always entirely motivated by money. Said Facebook's Goler, "What's most important to people at Facebook is the amount of impact they can have -- that's personal impact and also being part of something that is bigger than themselves and working with people at Facebook."

????Startups can also win top talent by focusing on quality-of-life issues. And the companies that are best able to land the most gifted coders are those with interesting challenges to offer them. Says McCreary: "There are certain people who are just motivated by money and that's the easier thing. But there's no amount of money that can keep someone who is bored."