391–400 of 467 posts
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Similarly, not hitting a gift horse in the mouth is a good idea.
I thought it was looking a gift horse in the mouth. Something about gum health being indicative of the age or health of the horse, and it being disrespectful to critically examine a gift in front of the giver.
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…
"the best negotiating advice is to have multiple offers" This is borderline "get in the job cannon and blast off to jobland" territory. Also - it can be terrifically difficult to line up multiple simultaneous offers because companies would rather explode their offer than generally let people get a better leverage. I know multiple companies who do this on purpose for this explicit reason. Is it inefficient from a mark…
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It makes no sense at all for the company or recruiter to hide the range for you. Because they would be wasting their timing doing all kinds of meetings if your expected number is far above that range.
Some companies seem to lie about their top range number as well. If you pass the interview and ask you for a figure and you come back with their top range number, suddenly there are reasons you shouldn't be making that. I strongly suspect they have no intention of giving out that amount but are instead using it to entice people that are willing to accept less than they are worth. It plants the idea that one day you w…
Basically they refused to pay me Y because there were folks working there who had been at the company for a while and weren't making that, with very little other justification. We eventually settled on a signing bonus to make up ~80% of the difference, and I got a raise that surpassed that difference within the first year. But I probably wouldn't have taken the role without the bonus and probably would have left within the first year without the raise.
It's still not clear to me why they listed that range if their justification for not paying the top of it was a set of factors that would have been the same for any applicant.
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Wait, which FAANG hires junior engineers for $450k?
Perhaps people who joined shortly before a stock rally. I was pulling ~$270k TC at 2 YoE, but it was really ~$175k TC at the time I actually joined the company. Equity is so variable, that's why it's better to compare TC at time of offer. Of course, when I negotiate I always cite the highest stock value in the last several months.
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"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.)
why would a software dev have a portfolio? The comparison to design or writing doesn't make sense. A graphic designer can point to logos or marketing material that is publicly available. I'm not going to put proprietary code on a portfolio nor am I going to spend multiple years building some open source project when I already have a full time job. Software engineering must be the only profession where employment hist…
You dont need multi year projects
Just show PoCs of complex stuff
Simple distributed apps? Compilers? Uefi drivers? Or small Libraries?
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Not having a band is surprising at Fortune 100. I'm guessing the talent retention is still done through bonus and LTI.
Oh, there are band levels (at least, assuming we used band levels in the same way you mean), but everyone in that band level must make the same amount of money. And the band levels are fixed. It's not like talent acquisition can magically make up a new band level to give someone more money.
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"the best negotiating advice is to have multiple offers" This is borderline "get in the job cannon and blast off to jobland" territory. Also - it can be terrifically difficult to line up multiple simultaneous offers because companies would rather explode their offer than generally let people get a better leverage. I know multiple companies who do this on purpose for this explicit reason. Is it inefficient from a mark…
Never accept an exploding offer. If they won’t give you more time, then let them see you’re prepared to let it lapse. It’s a ploy to create urgency when there is none, as is never in your interest as a candidate. I’d be very surprised if a single offer actually expired, it’s expensive to lose qualified candidates for the hiring company.
This works well if you don't urgently need income and have significant additional job prospects. The power imbalance between employers and employees means that "just avoid the businesses that exploit you" is not an option for a large number of workers.
The only way to actually defeat exploding offers is collective action.
Earlier quoted context omitted.
"the best negotiating advice is to have multiple offers" This is borderline "get in the job cannon and blast off to jobland" territory. Also - it can be terrifically difficult to line up multiple simultaneous offers because companies would rather explode their offer than generally let people get a better leverage. I know multiple companies who do this on purpose for this explicit reason. Is it inefficient from a mark…
It's hard to see how making $400k offers is exploiting the worker, rather than the worker exploiting the company.
Yes, I am incredibly fortunate. Yes, I make a very very large amount of money compared to a typical american worker. Still, I capture only a fraction of the value I generate for my employer.
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It's hard to see how making $400k offers is exploiting the worker, rather than the worker exploiting the company.
I make around 600k. My employer has enough cash in the bank to give every single full time employee a bonus of more than half a million dollars. Net income per quarter is something like 100k per full time employee. Yes, I am incredibly fortunate. Yes, I make a very very large amount of money compared to a typical american worker. Still, I capture only a fraction of the value I generate for my employer.
There seems to be a two way street here. Presumably if you could make 600K or more by yourself, you'd be doing that rather than working for your employer.
Your employer, likely way before you got there, created an environment where you could come in and earn this much. If they and companies of that profile didn't exist, would you have a place to earn even 200K? So maybe you actually are splitting the value you are generating half-way.
I usually just tell recruiters I won't even consider interviewing unless they can tell me up-front that salaries are not negotiated and are systematically the same for all employees in the same seniority ranks. I feel like these companies are often the more equitable ones. Salaries are never fair when they depend on negotiation skills IMO, and I say this as someone who would probably benefit from the negotiation trad…
> salaries are not negotiated and are systematically the same for all employees in the same seniority ranks What companies actually do this? In my experience, none. Not even governments actually do this, though on paper many will claim they more or less do.
I probably reject 99% of all recruiters that reach out.