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I always recommend this article: https://www.kalzumeus.com/2012/01/23/salary-negotiation/ I think this topic is super important and I’m really glad I didn’t follow advice of saying your “expected salary or expected +20%”. Here my anecdotal SWE salary history: Worked at a startup for a bunch of years making 90k by the end Got offered a place at FAANG. Recruiter pushed me a little bit on expected salary but I didn’t gi…
Ah, the United States of America, this is hardly possible in Europe, especially Germany.
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Notice I’m not suggesting that people go for “hard” negotiation. You don’t loose anything by not revealing comp early. Worst case you will get offer that’s too low. But best case you get offered above what you expected.
I think another factor I didn't talk about was pay transparency. My state has it and it's slowly expanding so outside of like, Netflix's "100-600k" range you don't really have to play many games here. Know your worth and pick in that range internally. Go above if you really feel you can. I do want to emphasize being careful with current times, though. I've heard of very mild negotiations (were talking a 5k counter of…
Maybe I'm splitting hairs, but I think better advice is to simply do a lot of research on what comparable salaries are for the position you're looking for. There are tons of information sources online now that can give good info on accurate salaries, including breakdown of cash, bonus, equity, etc.
To your last point, you better be aware of who has the leverage when you start negotiating. If there are a hundred other qualified candidates, and you really need the job, going into "battle mode" over 2-3 percent is not a good idea. On the flip side, if you really are that "purple squirrel" for which there are few if any compliments, go for all you can get.
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Recruiters only get paid if a candidate stays beyond a period of time. If the candidate does not work out the recruiter needs to find a replacement. Recruiters won’t deal with shit people because if they don’t stay or are prone to not working out they are a burden. In terms of money it’s usually a percentage of the salary. So if the recruiter works on 10% then they have incentive to get you as much money as possible.
The incentive is not to make sure you get the most money. The incentive is to make sure you get placed fast. While $200K vs $220K means a lot to you over the course of your job, they aren’t going to risk losing a placement arguing for you to get $20K more so their firm can get $44K instead of $40k and the recruiter themselves can get maybe 60% of what the firm gets. There was a famous similar study published in Freak…
I always recommend this article: https://www.kalzumeus.com/2012/01/23/salary-negotiation/ I think this topic is super important and I’m really glad I didn’t follow advice of saying your “expected salary or expected +20%”. Here my anecdotal SWE salary history: Worked at a startup for a bunch of years making 90k by the end Got offered a place at FAANG. Recruiter pushed me a little bit on expected salary but I didn’t gi…
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...are you hiring? :)
If you are serious then I think trading firms are actively hiring. There’s a bunch of them in London jump, Jane etc. comp will be very high there. I think faang hiring is slower now, but not sure
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Are you not allowed to disclose salary first? Sorry to be blunt, but if you are allowed, then this sounds incredibly stupid.
I can disclose, but when I have people start trying to negotiate as if it's a starting position, they get really happy with the number and then irreconcilably annoyed when they realise the number doesn't change. Hindsight and looking externally on the situation would have you think that you'd react differently, but it's a 5/5 repro rate. If I think the money is enough then I'm quite happy, but if they expect more the…