61–67 of 67 posts
If hiring manager is 'graded's on number of people hired, usually has a decent budget that might dissappear every new fiscal year, and they want to hire you, they will be willing to negotiate :)
On the other hand, your manager might operate on assumptions that you either won't leave because of your pay and if you'd leave you would have left even after you receive a raise.
Equity compensation is both the cause and solution to this, I think. Newer employees are favored on a cash salary basis, but older ones have lower option strikes and/or larger equity grants. Roughly speaking, any new equity grant from a company your parents haven't heard of is worth $0 when you join. If your employer is successful, these grants become worth actual money, and that is your effective raise. If not, then…
> any new equity grant from a company your parents haven't heard of is worth $0 when you join. There are companies that give sizable equity grants that your parents have never heard of. Equity you could see on a public market that's worth more than $0.
I got an offer for 150% of my current salary and a senior title. I declined because it didn't match where I want my career to develop. any way to leverage this in my current job? I'd have to disclose that I was flirting with others...
well, you should be going to interviews anyway right? i would just mention that you do interviews with competitors to see what level of skill and employment they would offer. you aren't holding them over a barrel, but just make it known you know your worth? sorry if my advice isn't as formed as it should be. https://www.forbes.com/sites/jacquelynsmith/2012/10/26/the-d...
I might move away and look for a new job. If I don't I can tell them the I'll stay in town but started checking my market value and need an adjustment :)
Earlier quoted context omitted.
The alternative would be to actually measure how much employees are worth, and pay them that amount minus overhead. However, most employers have no idea how much each employee is worth, especially in engineering. The equation is basically “coder? Ok, add $50k. special coder? Ok, add another $50k. We can’t do too many of those though.” It’s like, utterly out of touch with the actual business value that people create.…
An apple pie is delicious. I believe it's 17% because of the sugar, 36% because of the butter, 12% from the egg, and 45% from the apple. See the problem with your proposal?
Earlier quoted context omitted.
> I was able to average 18% raises for over a decade by switching jobs nearly every year. Hmm. For those curious, assuming I still understand how to do basic math like this and a few relatively low starting salaries for year one: 40k*(1.18^10) = 209k 60k*(1.18^10) = 314k 80k*(1.18^10) = 418k Are you one of these software engineers I hear about making 400k? I suppose I would find 150k-200k as more believable since you…
I'm also a remote software engineer, and my guess is that you're starting too high. My first job (on-site in Ohio) paid something like $7.50/hr (so ~$15k annually), and I'm now at $165k base 14 years later. That puts me in the same ballpark of 18% annually.