621–630 of 717 posts
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> Many are referencing Patrick's blog (kalzumeus.com), which is a great way to bump up your dollars. Which posts exactly? What is that blog known for? First time I see it referenced.
Probably this post: http://www.kalzumeus.com/2012/01/23/salary-negotiation/ The blog is known for interesting posts on startups and software development from outside the Bay Area filter bubble.
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I'm interested in what your negotiation principles are. I've always heard that a candidate should never share salary information and require the company to provide the first concrete number in the form of their initial offer. However, I've repeatedly used all of the "business-professional" and "HR approved" sorts of conversational techniques to enact this advice, and the only result that has ever occurred is either (…
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…
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How so? At-will cuts both ways. In countries like Finland as well as France it can be quite time-consuming to switch jobs due to the fact you have to give three months or more notice. That's leaving aside entirely the issue of how at will employment gives companies confidence to hire since they know they can shed employees if things go south. If you are looking for an end run try binding arbitration, which allows emp…
> That's leaving aside entirely the issue of how at will employment gives companies confidence to hire since they know they can shed employees if things go south. Maybe for unskilled jobs, but the idea that an employer will hire/fire employees at the whims of the market, and there is zero cost to this process does not apply everywhere. There can be significant cost to on-boarding people depending on the industry / po…
The effect is that by protecting existing jobs you lose out on future ones. Over time this pretty much cuts you out of any industry where there are waves of creative destruction.
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I think the OP means they can't legally access this information other than by getting you or your previous employer to disclose it. Most large companies won't give out your past salary information, so if they don't force you to provide proof, it's not very likely they will be able to verify it. >via background checks Background checks are normally done via a 3rd party background check company, and they don't have acc…
When I was hired by Merrill Lynch, in Dublin, they asked for my bank statements for the last ten years in order to verify that I was indeed making what I said. (The only annoying thing was that I had to scan 75 pages... boooring.)
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Only on HN are these incredible compensation packages considered "underpaid". In the real world (outside FaceGoogAmaWallstreet), the story for developers is quite different.
70k salary is junior money in St.Louis. Absolutely average senior devs make 100-120. Good ones do long term consulting, and get closer to the 200k range. The best I have seen for a local company is about 250k a year, for truly shiny people.
Ieee FML this has been a depressing read. Is anyone else realizing they are severely underpaid? Passes the virtual whiskey
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One technique I've tried that seems to get a particularly stubborn hiring manager or recruiter past the salary question is giving a generic number range. Before talking to anyone I usually do some basic research to get some idea of what a generally reasonable range is for the position, and adjust that based on my situation at the time. If pressed (I still don't give it up right away) I give that range. Example: today…
You're suggesting less than 100 for iOS Dev, and above you someone is suggesting 150+ for devops/sysadmin. That ratio seems quite skewed compared to other sources of data on the web. Are you very junior, or talking about a non-prime job market/locality?
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Based on the assumption that the least you would accept is your current salary, it is safe to assume that the lower range is same as your current salary i.e. using your example, a recruiter can deduce your salary is $75k.
> Based on the assumption that the least you would accept is your current salary, it is safe to assume that the lower range is same as your current salary "Lower bound you'd accept" != "Lower bound you SAY"