111–120 of 419 posts
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No one is worth any intrinsic amount. The amount is relative to the work they do, the industry they're in, the state of the economy, how many other people can do that job, how many have actually applied, etc. Any salary formula is entirely arbitrary. We have a pay scale simply because it is a useful tool for conversation, not because it represents any sort of intrinsic property of the person being placed on the pay s…
>we have no interest in trying to sucker someone into working with us if money is their primary motivation. If money is not your primary motivator, why can't you pay more?
Even if you don't know anything about stock options, it will walk you step-by-step through the numbers you need, give you a value, and show you the math behind that number.
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…
Instead, we run a pay evaluation process internally, including feedback about the value of the role and the person from all the people who interviewed the candidate. We publish all that feedback, as well as the suggestion/reasoning of our pay trustees (a group of people who use that feedback to try to place the candidate on our pay scale) None of those factors are why someone is worth $X salary. You say I'm worth $X.…
You can offer $x and explain your reasoning, but if $x Don't then complain about the "shortage of qualified tech workers".
Let me share my horror story -- I fell for a company that offered me the same salary (no raise despite big promotion.) Then, he (Division CTO of Fortune 500 medical company) started subtracting salary from this baseline for all my "benefits" like free shuttles, 401k matching, etc. I was supposed to take the lower wage in exchange for amazing work, 3 fully paid conferences a year, yada yadda. Two months into joining,…
(I can see how it would work negotiating this as an already-established employee where you're a known quantity to the employer and they'd rather not lose you altogether, but not how to get that kind of setup from the start with a new employer.)
Earlier quoted context omitted.
> You say I'm worth $X. I go get a job offer for $Y. If $Y > $X, you were mistaken. Not necessarily. The first employer says I'm worth $X to them . The fact that I may be worth more than $X to another employer is not a contradiction. In general, there is nothing "wrong" with a particular employer and applicant being unable to agree on a mutually satisfying salary. It doesn't necessarily mean either party made a mista…
According to standard economic theory though, the fact that someone says "I'm worth $X to them" is completely irrelevant and, because the transaction never happened, never becomes data. That's how market rate is determined and generally why D/S curves only have 1 intersection point - the point at which the transaction occurs. The only data point that matters is the one where you got hired and started receiving payche…
I don't understand that. If an employer offers $X, I'd say that means the applicant was worth at least that much to the employer, assuming the job offer was legitimate. I suspect it's fairly rare to get an offer for $X, only to find out that the employer was lying and won't actually pay that much.
It was always pretty simple for me personally, If you don't want to pay me what I want, you are free to hire someone else. I find the most important part is being able to walk away, If you negotiate from a position of weakness or need you are behind already. If I am hiring I know what I can afford to pay, what I think the position is "worth" and what I want out of it and make an offer according. I like ideally to pay…
I think you are assuming the person applying has some sort of safety net (a current job, savings, alternate income.) That is where the BATNA comes into play. Sure, if you are already making an acceptable amount of money to meet your needs, aren't overworked/over-stressed, and relatively satisfied then you are indeed in a position of power. If you need to get hired some place within 2 months and have been having trouble getting a job then you very well might not be in a position of power. Not all people have the ability to walk away.
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…
Instead, we run a pay evaluation process internally, including feedback about the value of the role and the person from all the people who interviewed the candidate. We publish all that feedback, as well as the suggestion/reasoning of our pay trustees (a group of people who use that feedback to try to place the candidate on our pay scale) None of those factors are why someone is worth $X salary. You say I'm worth $X.…
What's my house worth? Who knows until I go try to sell it?