261–270 of 717 posts
A reminder to everyone that the National Labor Relations Act prohibits companies from firing employees for discussing their salaries: http://www.govdocs.com/can-employees-discuss-pay-salaries/
But not for divulging confidential information to the world, which is what the OP has done.
Seattle Googler here (throwaway account). Position: Senior Software Engineer (level 5) Tenure: 4 years, no prior experience Comp: $300K (160 salary, 40 bonus, 100 stock) Male, native English speaker P.S. We're hiring.
Just adding not all Googlers make that much. I have 7 years in industry, L4, and make 117 base with 40k of stock a year in San Francisco (was 30k at grant time). If you can convince Google you're worth more they will pay it but not all Googlers are making crazy cash (btw wish I was in Seattle given CoL difference).
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One of my negotiation principles is "Don't disclose your current or desired salary" during the negotiation. With persistence, the recruiter or hiring manager will usually just move on. Another principle is that you should always counter. So I'm _extremely_ surprised to hear that 95% of the time, people have refused to continue talking with you. I can't refute your experience, but I can say this has never happened to…
I've wanted to share my thoughts and experiences regarding the "never be the first to quote a number" strategy for some time, but I usually see these threads when they're too stale to comment on. My background: I'm a senior-level engineer in my early 30s, in SF. After a consulting stint, I interviewed heavily in 2013, and again in the second half of 2015, and currently speak with 1-2 recruiter cold calls per week to…
I am in scientific computing and machine learning, and I actually love being an implementer and a coder. I don't want to be a people manager (mostly because I think all companies force managers to treat their subordinates in unhealthy ways, and no matter how good your intentions are, being a manager will ruin your humanity).
I worry about finding any job, and then further worry about what growth path there could possibly be.
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A company does not have to give reason to fire in an at-will state. If they don't say 'we fired you because you were discussing pay', then there is no means to prove that was the case.
See, that's why at-will is a terrible end run around worker's rights.
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Great question! :) Narrators actually do switch all character voices in real-time. This does not commonly cause issues that require recording to stop, as the narrators are usually very experienced professionals that come from the Broadway stage or from other voice acting professions (cartoons and the like.) I've also recorded and edited my fair share of bad voice actors (for instance, former Labor Secretary Robert Re…
for instance, former Labor Secretary Robert Reich narrated his book 'Beyond Outrage' even though he was told that it really wasn't a good idea. That's a very interesting aside. I could see how a non-professional narrator would struggle with the demands of the process. Would it not still have made sense for someone like Mr. Reich from a personal branding point of view? He is, after all, a somewhat well-known public fi…
Audiobooks are a very intimate media, and the wrong voice can really put off the experience. With training I think he could do it, but to just give a public speaker the task of narrating a book he/she wrote without such training is usually a recipe for disaster.
Base 180k Sign on 80k over two years 189 RSU over four years with 5-15-40-50% vesting schedule.
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Actually not in this case, as Amazon doesn't provide cost of living adjustments. Location isn't factored into pay amount.
Are you sure about that? I have at least three anecdotes that seem to directly contradict that claim, and while I realize the plural of anecdote isn't data, but it's still enough to make me skeptical of your claim.
It may be that what I was told was correct, but they were referring only to Seattle and not places like SF where cost of living is very high.
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No. It's nowhere nearly that simple; you can say exactly the same thing about firing someone because they're black, or because they complained about sexual harassment. From experience (as a bystander), what really happens in a case like this is: * Employee is terminated * Employee believes they were terminated for a reason forbidden by state or federal law * Employee retains an employment lawyer, who drafts a letter…
There is another reason for a PIP: the employer thinks the employee has been doing their job badly but could do acceptably well. The PIP is the last available tool to get them back up to speed.
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Here's my only question with the negotiation technique of not disclosing a desired salary. So is it expected that the other side should state the salary offer? That was my only problem with all these negotiation techniques saying "never mention your salary." Eventually, one side or the other needs to mention and at the end of it all, most articles online never closed it off with saying either side would state the exp…
The candidate could put their minimum acceptable salary in an envelope. The employer could put their maximum acceptable salary in an envelope. The two parties could agree with a third party arbiter that if the maximum from the employer is larger than the minimum from the candidate, the salary will be set to the midpoint between the two numbers, and otherwise, no deal can be reached so both walk away. That's one way,…