131–140 of 467 posts
Salary negotiation is all about information asymmetry; typically the company holds all the cards and the candidate none. Not sure any article could help with that in any way.
Which is exactly why the whole article tells you to not reveal any information and to get as much as possible. You agree with the article..
> Preparation and leverage means doing the work to make sure that you have multiple offers, that all your offers come in at the same time, and that you don’t tip your hand too early. Laying this foundation is 80% of the work. You’ll need to slow some companies down, speed some companies up, and hold off questions from recruiters until you’re ready to negotiate, and not before. Laying this foundation is largely unachi…
I’ve found this advice to be far too prevalent and largely unrealistic. Nearly everything about the interview process is out of your control. Getting multiple, competing offers to line up is extremely hard. It’s basically like saying “you win a race by being the fastest”. No duh! How you be the fastest is the hardest part.
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I recently found out that i did not know the maximum. Only multiple offers and taking some risks allowed me to find out and it was well beyond what i had assumed.
You're spot on, and I don't know why people complain about "wasting their time interviewing" so much. Interviewing is both a valuable skill and a good information discovery process - as you mentioned. If you are doing a lot of interviews and not getting jobs - then you need more practice doing them. If you're getting so many offers its boring, look for a way to interview for more demanding positions.
How do you avoid wasting your time doing interviews with companies that have no intention of paying you what you expect without disclosing some form of salary range upfront? I've generally taken what I want to make in the role and added 20% to it as a starting point. While this might limit me, it also keeps me from doing 100 onsite interviews only to discover their max is 2/3 of my expected comp.
Once they've responded to that I ask something along the lines of "By the way, what's the budgeted range for this role?" or "are you forbidden from sharing the range for this role" or something along those lines.
For some reason, recruiters seem more willing to share the range after I've anchored high – perhaps because they get insecure about whether they've misjudged my qualifications.
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Because the marker is relative. What’s crap pay to you is a golden opportunity to others. Experience is relative as well. They may not have the experience and the company doesn’t care about that, only to fill the seat. Don’t take it personally.
Whether I am thrilled to take a $60k TC job or my absolute minimum is $400k that doesn't change the market in that 60k is insultingly low and 400k is well above the median (cue all the folks who think FAANG is the market chiming in about $450k TC juniors).
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You refuse to do any unpaid "interview project" jobs. I'm not doing any "test projects" that are longer than 4h.
"Portfolios" in some form are often necessary. (In my space, writing samples.) If you have those ready to go, easier for everyone! But if you don't have a relevant portfolio, you'll need to either put something together or I'll pass. (I'm not really looking for a specific assignment but just something that's representative of the type of work.)
Software engineering must be the only profession where employment history means nothing. And yet... interviewers always want salary history to knock you down. If you don't care about the work I did in the past, then why do you care about how much I was given for that work?
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It sounds like a great way to miss out on talent that can command a salary higher than the average, while simultaneously attracting talent for whom this is a good deal.
Sure, it sounds that way, if we assume that negotiating skill and job performance are tightly correlated. But why should we assume that?
I used to work in trading and I think some of the principles I learned there apply directly to salary negotiations. Two key things I think about all the time are price discovery and competition. Price discovery means that in some illiquid markets, you don't really know what a thing will trade at unless you try to trade it (which itself reveals some information to the counterparty but that's not important in the job c…
So this is the exact same problem with Realtors. They will say that they have a fiducial responsibility to represent you and that they will try to get you the best price (either the most or least, depending on whether they are on the selling or buying side, respectfully). And they will do that, to some limited extent. But really their incentive is to close the deal . And that means telling you that this is the best p…
Yup. At some point I heard the guidance "don't be the first person to name a number". For my current role, I would have asked for 20-30% less than what the company offered. Say "I'm not sure what typical ranges are in this sector", or "it depends on equity and perks, of course".