171–180 of 309 posts
I've always found it strange that companies don't give raises to current employees. A team I am on just lost a good engineer to another company offering him a $30k+ raise. He would have stayed if our company had even given him half of that. Instead, they let him go, and how will have to hire someone else, probably at that higher salary. So weird, and seems to happen a lot.
Earlier quoted context omitted.
2-5% raises are all I've seen pretty much (which is just cost of living).
I see this sentiment often, but I don't quite understand. Inflation has been at I'm in NYC and our trouble with the subway have highlighted that MTA workers get a standard 6% raise each year as cost of living. But, it's way more than that, and it's actually a salary doubling every 11 years or so, which is not at all in line with overall wage growth - it's huge. Sure, in tech you can jump jobs every 3 years for 20% ju…
If you've been hired as a junior dev, then the work that you're doing in year 5 is (or should be) worth much, much more that what you were doing in year 1.
What people are expecting isn't a "I'm a bit more effective at my position and have some institutional knowledge, so I'd deserve a bit of a raise", but rather "I was hired at position X. Now I'm de facto doing position Y, so I deserve a salary appropriate to that position", and the appropriate salary to that new position may be 30%, 50% or 100% larger than the initial one. If your company doesn't provide these internal promotions (and the salary jumps appropriate for each tier), then your best people will take "lateral promotions" to other companies whenever they're ready to promote.
You won't hire a senior dev by offering 20% more than a junior dev; so as a junior dev in your company becomes (over the years, and of course not all of them do) a senior developer, if their real (inflation adjusted) salary increased only by 20% over these years, that's not reasonable.
I mean, it should be reasonable for a young person coming to your company at an entry level job to ask about the career path available. In tech (unlike, for example, fast food) they can start with an assertion that as they gain experience, in ten years they would like to earn double of what they'll be earning now as an entry level developer. It's not a given that they'll succeed, but it's likely, and a realistic plan to achieve if they put in the work. And your company (assuming it's large enough) should have an answer about what's the career path and criteria for them to double their (inflation-adjusted) salary in that time, and raises that are 2-5% (so, a bit above inflation) don't provide such an answer.
I've always found it strange that companies don't give raises to current employees. A team I am on just lost a good engineer to another company offering him a $30k+ raise. He would have stayed if our company had even given him half of that. Instead, they let him go, and how will have to hire someone else, probably at that higher salary. So weird, and seems to happen a lot.
I've always found it strange that companies don't give raises to current employees. A team I am on just lost a good engineer to another company offering him a $30k+ raise. He would have stayed if our company had even given him half of that. Instead, they let him go, and how will have to hire someone else, probably at that higher salary. So weird, and seems to happen a lot.
Because you'll tell your buddies about it, and they will try to get it too, having you as a proof it is feasible. New hires don't pose this threat to company coffins.
I've always found it strange that companies don't give raises to current employees. A team I am on just lost a good engineer to another company offering him a $30k+ raise. He would have stayed if our company had even given him half of that. Instead, they let him go, and how will have to hire someone else, probably at that higher salary. So weird, and seems to happen a lot.
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This has likely affected how much he was willing to go up in salary neg.
Right now I'm struggling with whether or not to leave. I'm currently at a well-known company, and I'm uncharacteristically happy because my WLB is the best it's been in my career. However, I'm getting a bit bored and I also know I could make at least $50,000 a year more if I leave. Hell, even the new engineers joining my company at the same level are making more than I am. But the culture and pay at my company is jus…
What if you went to your manager, or whoever you feel is the right person, asked if you could speak one on one, and said... "I really love working at this company. The work is interesting, I love the people, the culture, . But I also know I could be making X if I went elsewhere. I love the work I'm doing, and I want to keep doing it here, but I also don't want to be leaving money on the table. What can we do?" This p…
Earlier quoted context omitted.
A former manager - and friend - of mine told me that, when switching jobs, former employer made a handsome counter-offer, I think basically doubling his compensation; it was more than he got at the new gig. His reaction? "Now I also feel insulted. So that's how much I was worth to you, but you waited for me to leave before adjusting my pay?" It strikes me as a reasonable attitude, and one that I've adopted too. I don…
Wow. I have never thought about it that way. But now I read it, I will never be able to not think about it that way. Thanks for that nugget of wisdom. Personal "fun" fact. I now get about 28% more then when I startet 4 years ago. That is quite a hefty increase and something to be very happy about. But on the other hand, due to a change in my role I now have insight into how much others in my company doing the same wo…
Your taxes paid were public until 2007. Tax paid on the same income can vary up to 2x depending on your personal situation so really it was very approximate.
Since 2008 you can still request personal tax data on anyone, but not anonymously.
I've always found it strange that companies don't give raises to current employees. A team I am on just lost a good engineer to another company offering him a $30k+ raise. He would have stayed if our company had even given him half of that. Instead, they let him go, and how will have to hire someone else, probably at that higher salary. So weird, and seems to happen a lot.
The same thing happens when you've been with a mobile/telecom/etc company for a long time. They milk you for every penny they can get and give all the promo pricing to new customers. The pay sales higher commissions for new sign-ups and treat existing loyal clients like garbage. It really bugs me to have to waste the time to change providers for everything every ~2 years, but I'd feel like an idiot if I left thousand…
I did find it strange that I went to an energy rate comparison site and my current provider offered met 150 euros to stay for another year. Guess I should also call them every now and then.
Earlier quoted context omitted.
It's a myth spread out by recruiters. They do not get paid when the developer doesn't change job. They'll say anything to get you to leave. Truth is, counter offers happen and work out. When it's about compensation, not toxic workplace/coworker, or relocating elsewhere to live with your wife/children.
A former manager - and friend - of mine told me that, when switching jobs, former employer made a handsome counter-offer, I think basically doubling his compensation; it was more than he got at the new gig. His reaction? "Now I also feel insulted. So that's how much I was worth to you, but you waited for me to leave before adjusting my pay?" It strikes me as a reasonable attitude, and one that I've adopted too. I don…
The industry is playing a silly game.