381–390 of 419 posts
What a gross, unpleasant world this article describes.
I guess "How to break the cycle of greed" probably wouldn't go over too well with them or their target audience.
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!
Hey Josh, i have one question - how do the rules about disclosing salary change when you're talking to an external recruiter (from an agency)? I don't quite understand who's "side" they are on - on one hand, it seems reasonable to tell them the real range i'm looking for upfront so they can narrow the search, on the other hand they might reveal that to the employer..
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Indeed. We are in a highly competitive market, and have a number of interesting projects going on to disrupt that market that won't pay off immediately. If we don't manage our costs reasonably well we won't stay in business. Money is like rocket fuel. If you're accumulating it for its own sake, rather than to get somewhere, I'd say you're doing it wrong - but that's just my opinion...
If you are not paying top of market wages, one or more of the following has to be true: 1. You don't believe top developers are intrinsically 'worth' the amount that FB/Goog/Amzn/ and many other SV companies pay, that it's not a net win for the company to have top talent. 2. You think that you don't need top developers, that really you're just going to be fine recruiting a bunch of B players, and it's some other 'thi…
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I honestly never understood the notion of not naming a number first (that is if you know what you're worth). Take the number you want to make, add 15%, and they'll likely negotiate down to the actual number you want. It's really not that hard. Take this as an example: Say you currently make $80k and you want a 10% bump. So you're looking for $88k. Take that number and add 15%. Your ask is now around $100k. They may s…
Your example numbers show how you lastly underestimate what tech jobs pay, and you are inviting an employer to low ball and you won't even know
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Probably true. I'm actually in LA, and we experience this too. Honestly, the best thing you can do in salary negotiation (and in almost any negotiation, probably) is to gather as much data as you can to inform your position. Similar jobs in similarly-funded companies at similar stages should yield a pretty strong dataset of numbers by which you can construct your own ask. Easier said than done, for sure, but if you c…
The best thing you could do is to have two offers. In that case the companies bid for you on the perceived value you will provide them. And you turn the table. Btw - anecdotal evidence points that is a way to get a raise too - company Y is offering X,Z and C. Can you top it so I can stay here?
Managers are human beings too and don't like being put at gunpoint by their employees. It's very much the nuclear option IMO.
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Well, recruiters are in the unique position of getting to talk to tens (or sometimes hundreds) of candidates a week for any given position, and asking them all a bit about salary usually yields a workable model for the market for any given role. Some recruiters also have access to data from VCs or from other salary reports (there are a number of good institutions that run compensation surveys - access to these usuall…
Do recruiters ever provide this information to candidates for a fee? If I was in the market for a job it would be great to pay an experienced recruiter to objectively judge my skills and say how much I should ask.
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I honestly never understood the notion of not naming a number first (that is if you know what you're worth). Take the number you want to make, add 15%, and they'll likely negotiate down to the actual number you want. It's really not that hard. Take this as an example: Say you currently make $80k and you want a 10% bump. So you're looking for $88k. Take that number and add 15%. Your ask is now around $100k. They may s…
The rationale (which I don't agree with) is "what if their range is a lot higher than your guess? Then you're losing out!"
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The best thing you could do is to have two offers. In that case the companies bid for you on the perceived value you will provide them. And you turn the table. Btw - anecdotal evidence points that is a way to get a raise too - company Y is offering X,Z and C. Can you top it so I can stay here?
I would not recommend the raise strategy unless you have a very impersonal relationship with your manager OR you're 100% willing and able to walk (e.g. offer is in front of you and can be signed that day). Managers are human beings too and don't like being put at gunpoint by their employees. It's very much the nuclear option IMO.
What is your leverage if you don't have competing offer?
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Interesting. Why do you think that would be "profiteering as your main motivator" to have as a general principle that as you scale your work you also scale your salary? I'm not sure how that follows. It also seems to be the general principle in all the companies I'm aware of that support part time work, but perhaps there's something I'm missing. I'm all ears.
>Why do you think that would be "profiteering as your main motivator" to have as a general principle that as you scale your work you also scale your salary? I'm not sure how that follows. I'm in 100% agreement with you. So you do pay less to those who work 4 days a week. That's fine and it makes sense. Just confirming. Then I don't even need to ask: you're also saying that for every hour over 8 hours staff is paid ov…
If I'm understanding your argument right, I think you're saying that because we try to evaluate how much people should be paid in a rational way that includes some assumptions around time being correlated to amount of work, that means we are "profiteering". I'm not sure that's worth dignifying with an answer, but here goes:
GrantTree is a business. We need to make a profit in order to continue to exist, to grow, to be an exciting place to work, to have the resources to invest in our people, to be able to develop new products, and so on. We also need to compete against other businesses in the same market, some of whom are quite aggressive. If we get the balance between people's contributions and their compensations wrong, we'll be uncompetitive and won't survive. It's that simple and has nothing to do with profiteering.
I've heard this "don't name a number first" advice so many times, but personally, it never seems to work. My current comp is significantly higher compared to others with my level of experience. So when I refuse to give a number, the recruiter ends up guessing a number that is significantly lower, and making a lowball offer. I've also had many other experiences where after many hours of interviews, I find out that the…