Never accept a counter-offer

Post by fecak » Mon, Oct 03, 2016, 4:38 PM UTC

jrjarrett wrote: post #272

CydeWeys wrote: post #147

Earlier quoted context omitted.

A lot of people don't. Hell, my last job change occurred because I was contacted by a recruiter from what was literally my dream job for the past decade (you don't ignore an email like that). I was content in my previous job and not actively looking, and had actually been promoted to lead developer not a year prior.

How DO YOU GET these? The only recruitment calls I ever get are from body-shop class contracting firms that never manage to even come close to my current compensation for scut work.

Post by kdamken » Mon, Oct 03, 2016, 5:18 PM UTC

losteverything wrote: post #261

Got called into SVP' office. "Oh Crap," I thought. Marched into secure Exec area. SVP:Is Joe Blow good? Me: yes. Critical SVP: why? Me: runs acqusition system. Only one that knows it. Smart too SVP: thanks. -- I left with my escort and called my boss. "What was that about?" said Joe quit and his salary request to stay needed Executive approval. So SVP asked to talk to someone who directs his work (me).

Post by tunap » Mon, Oct 03, 2016, 5:27 PM UTC

byoung2 wrote: post #239

cr1895 wrote: post #227

Earlier quoted context omitted.

>She is a registered nurse, so she can easily get a month off at a time Tangential, but...a friend of mine is an RN in an ICU who works nights (how he copes with the long hours is beyond me). He's struggled to get a single week off, much less an entire month without quarrel. Turnover is high, they're shortstaffed, etc. What is different about your wife's hospital (maybe there's less pressure and more nurses available…

She works for Kaiser in the DOU (direct observation unit, ICU stepdown). To get a calendar month off she schedules it almost a year in advance. 2 weeks off she can do with a month notice. A week off usually only requires switching a day or two with another nurse since she only works 3 days a week.

Post by tptacek » Mon, Oct 03, 2016, 5:33 PM UTC

wyclif wrote: post #213

tptacek wrote: post #107

Earlier quoted context omitted.

I once accepted a counter that included a pay raise, a substantial equity grant, and had my requirements for role adjustments mostly met --- all offered entirely to prevent me from moving to a new job. I shouldn't have! Things were O.K. for about six months, and only then did it clear that I'd been sidelined --- after the company had put in motion its plans for post-me continuity. Basically: they bought themselves ti…

Flight risks get managed differently Assuming a large percentage of software developers leave for new gigs every 2-3 years, even in the best companies [that is an assumption on my part; I don't know if it's true or only anecdotal], why do you think the overhead for "flight risk" is so high? I mean, getting tagged as someone heading out the door is a temporary situation for most devs, not a long-term debilitation.

Post by st3v3r » Mon, Oct 03, 2016, 5:49 PM UTC

fsloth wrote: post #209

ryandrake wrote: post #68

Earlier quoted context omitted.

> And when I notified my current employer that I was leaving, they reminded me of how valued I was with the package that they put together. Yea, you were so valued that they DIDN'T offer it to you until you threatened to leave. That doesn't sound like an employer that values you, it sounds like an employer who got away with a great bargain while it lasted.

Often great packages need some political leverage to pull through. I'm sure many good managers would like to offer their subordinates top salaries but company policies/budgets do not allow it. Only when a top performer is about to leave the equation changes from "increasing costs" to "limiting costs" - it's very expensive to recruit and retrain replacements for top talent. Yes, it sucks. But I totally understand the…