41–50 of 419 posts
Earlier quoted context omitted.
Are you aware that he was (is) a developer himself, long before he became an evangelist of charging more?
Yes, I'm quite aware of this fact. But he's a socially competent developer, and my point still stands about those of us who are not.
Why are developers NOT paid proportional to output? A 5x developer should get paid more than a 2x dev but that doesn't seem to happen
Because measuring business value of output of individual developers on a team is not easily done, and other output measures (e.g., SLOC) tend to be things that, if tied to pay, would create obvious adverse incentives.
Love these, but patio11 needs a better microphone setup, its so echo-y and robotic! Please take this as helpful feedback rather than hurtful criticism.
We're really trying to nail a good way to deal with salary negotiations when onboarding people, at GrantTree - one that gets out of this "gotcha" approach to salary. So far the best we've figured out is to be the first ones to name a number, and be super-transparent about how we arrived at that number. The reasoning is that "in a salary negotiation the first person to quote a number loses", so since we (as the employ…
> "in a salary negotiation the first person to quote a number loses" This assumption is wrong. Read about the anchoring effect. Your process still seems fine though.
Hi everyone! That's me you hear talking to Patrick ;) If you have any questions about the episode or salary negotiation in general, ask away! As you can probably tell, I love talking about this stuff!
Most discussions about salary negotiation are about postponing the money discussion until we know there's a fit. But what do you do when you-as-applicant need to be sure you're not wasting your time (or theirs)? That is: I'm really senior in my field, with 25 years of experience, and for several years I've been commanding top dollar. (I'm worth it, too!) But often I start discussions with would-be employers (or clien…
First, I was a bit shocked to hear that Fortune 500 companies with $USD revenue in the billions would hire senior managers and want to pay them what would be considered an entry level salary for a good programmer right out of university, but honestly, I've defaulted to just telling them my salary because I want to avoid all the time wasting that multiple interviews would require, just to get to the point where they really like me, and would I please consider their great position where I'd have more responsibilities, longer hours, at half the salary...
I got to say this almost never happens in the big5 companies nowadays. There are countless internal trainings for recruiters specifically not to do stuff like that and especially anything remotely similar to what you see in pop-culture. I mean what are the chances none of your candidates would have seen "Suits" or "The Wolf from Wall Str." after all? Even if you manage to hire somebody below their market rate it will be just a few months hanging out with peers and he will find out and be resentful.
The company and the candidate write on a piece of paper a salary. The company should write the number above which it is not willing to pay the candidate. The candidate writes the number under which she/he is not willing to work for that company.
The numbers are disclosed. If there is an overlap, they sign a contract and the salary is the average of the two numbers. Otherwise, there is no hiring.
Edit: the parties can play this game only once
Hi everyone! That's me you hear talking to Patrick ;) If you have any questions about the episode or salary negotiation in general, ask away! As you can probably tell, I love talking about this stuff!
Most discussions about salary negotiation are about postponing the money discussion until we know there's a fit. But what do you do when you-as-applicant need to be sure you're not wasting your time (or theirs)? That is: I'm really senior in my field, with 25 years of experience, and for several years I've been commanding top dollar. (I'm worth it, too!) But often I start discussions with would-be employers (or clien…
Earlier quoted context omitted.
I don't see why paying people less would lead to an improvement in love, family, being a good person, respect, transparency, etc -- unless you're saying that due to pay difference vs market, you'll also expect less work out of them. And money is rarely the actual motivator. Often times, money is the mediator to the things that really motivate people, such as purchasing daycare and enrichment activities, splurging on…
> I don't see why paying people less would lead to an improvement in love, family, being a good person, respect, transparency, etc -- unless you're saying that due to pay difference vs market, you'll also expect less work out of them. There's definitely no necessary causal link here. We aim to pay enough that they won't leave because it's too little but not so much that they will stay just because of the salary is to…