Something I discovered when we were looking for a Product Manager many years ago is that PMs (and to large extent devs) will only do the work for money if working with you will look good on their CV. Money becomes an issue when the choice is say between Facebook, Microsoft, etc.

There are companies they will never work with even though those companies decide to pay them much more than market rates. It is not just an ego thing but also what they will benefit from the company long term. Beyond stock options, a good brand is coveted. Many can even work free

I know someone who wanted to work somewhere because of the engineering manager there. He wanted to brag about having worked for that guy and not even for the company they were both working for. Individuals can be coveted brands as well.

This is why it is very easy for a @markessien to pull a large crowd for his internship program and get partners while others struggle to do the same thing. His reputation precedes him. I have met people who just want to say they worked with Mark because they have seen others do.

The quality of the people in your team is also important too. There are some startups with all-star teams like @ouredenlife that people will want to work for even for even for free. @SimShagaya built that with @uLessonApp as well. All of these are important considerations.

I believe the concept of an "Engineering Manager" as a service is still a great one. @cyberomin has built enough reputation to be able to run something like that successfully. We need to groom more and not just keep playing the game of talent musical chairs.

More star teams can be created if we keep at it. The fact that we can still mention a few names that people flock around is NOT a good thing, it is actually a BAD thing. It means that we still lack depth. the good thing is that people like @markessien are helping to change that.

Tech leadership is not just by being vocal, it is by really leading people to change. Nigerians have done quite a lot of that in Africa in the last decade.

Trying to attract the software professional with money is not just a reductive assumption, it is a dangerous one. Whoever you poach can always be "repoached." Those who left a place easily are still leaving other places easily. Building brand and depth is building sustainability.

I have also realized that it is unrealistic for you to expect small startups to start schemes to train developers when the founders are still learning themselves. Once again, this is where communities like @DevcenterCo can do more and provide a tech training/mentorship service.

The developer and engineering management problem is EVERYONE'S problem. If not solved as a community, the hunger games of attrition will continue and outsiders ultimately gain.