81–90 of 97 posts
Earlier quoted context omitted.
You are doing the same job as last year, except with a whole nother year's worth of experience .
It is also not as if the job is rote work.
Age 25: Paid Internship at 45k/year
4 Months Later: Brought on at 55k/year
6 Months Later: Asked for raise, bumped up to 60k/year
6 Months Later: New position, (Owner of 5 employee company was dying of cancer), bumped up to 70k/year + 3% Bonus/extra week vacation
1 Year Later: Merit based raise, bumped to 73k/year (asked for promotion and mentioned possible departure)
3 Months Later: Promotion, bumped to 78k/year (4% bonus on new salary)
This isn't the norm, I started at a much lower starting rate than I should have because even though I was qualified, I didn't have any personal projects to show off my skills and just needed to get my foot in the door.
In the end my point is that Salary increases should not (and generally aren't) based on a % of your current salary, but on what you've shown your true worth to be. Once you hit that true worth, it's adjusted for inflation and commitment.
Earlier quoted context omitted.
Yep, happened exactly this way at my last job. I was ridiculously underpaid, and I was attempting to negotiate about a month before pay reviews and was told to wait. My intentions were clear though. The mandate came down - 3% for everyone more or less. I argued, and was politely shot down. Three weeks later I had a new job offer at a competitor I really wanted to work for. My current employer asked me how much it'd t…
Paying an employee enough to keep him from leaving, before he declares that he's leaving, could be seen as a form of early optimization. We don't like early optimization, for good reasons. "They" probably don't like it either, for similar reasons. No reason to fix the employee machine if it isn't making noise.
Machine analogy doesn't work here, because machines don't understand human psychology.
My policy is that every year I aim for a substantial pay rise. There is no set percentage that I aim for, I basically just come up with a number that I want, and start negotiating. The day that the company claims there is no more room in the budget, and I can't see any realistic chance of progression, is the day I start looking for a new job. Generally speaking, the easiest way to secure a decent pay-rise is to chang…
"Working for a lower salary than the industry standard is not only bad for you, it's bad for the industry as a whole." There is a reason not everyone gets paid the same. Two software engineers with 7 years experience in the same technologies but one has taken on leadership roles in big projects and the other has only done small solo projects. The first person should be above the industry standard, but the second pers…
I don't really like switching jobs often, and I'm very happy with my current position in the Boston area but here are my hard numbers: Generalist Programmer out of College, fell into C# as first position. Age 25: Paid Internship at 45k/year 4 Months Later: Brought on at 55k/year 6 Months Later: Asked for raise, bumped up to 60k/year 6 Months Later: New position, (Owner of 5 employee company was dying of cancer), bump…
From what I've seen with software engineering positions, you can expect roughly a 10-25% year over year salary increase. I also can't stress enough how much negotiating a higher starting salary can have an impact over your long term prospects. It's very important to know what you're worth on the market so that you can make sure that you're compensated fairly for the amount of experience AND potential that you have. R…
I know someone who started at $10k in 1975 and was at $80k in 1996.
Do you expect an entry level sw engineer at $70k to be making as salary of $1.8M in 2032?
I suspect Math doesn't mean what you think it means.
Earlier quoted context omitted.
Don't mean to undermine your point but where in US is 12-14% raise average ? From what I know, most full time employers go for the usual inflation crap of 3-4%. Unless you change jobs or are in contracting, 12-14% seems high to me in the US.
12-14% is better than average. I was using it as a euphemism for "mediocre", which it is for a person who lives in a high-COL city (one of the main reasons rents are so high is that career progress is faster out here) and in lucrative industries. When people not 1/10 as talented or capable as I am are, at the same age, making MD in investment banks, being acquired for millions, or making 500+ in private equity, I thi…
I've been interning here for a few months, and they've already asked me to stay when I graduate, so that I can lead the IT team (around 4) on two products, handling software architecture, development process, performance optimisation, etc, etc and basically replacing him and hinted at offering a more than average graduate salary. They were apparently very impressed at my software engineering abilities. (I had done some freelancing work before) I've asked them why don't they consider hiring someone experienced in their 30's instead and they said that's what they're going to do if I reject their offer.
I know how to do what they want me to do more because of what I've studied at university than from my experience, and I feel nervous being given such a large responsibility. I want to work with people who write good code, with projects that already have a good architecture in place. Is that possible or are most companies in similar shape? I also feel that it won't be easy to advance this fast at another company and I could be missing a great opportunity. My friends who recently graduated and are working at large companies tell me they're lucky to write >10 lines a day and that they are always stuck in meetings. There are other startups here but I don't think I'll get offered a salary that's any good.
What should I do?
Within the company, the high will be about 8% to 20%. There are always exceptions.
Earlier quoted context omitted.
12-14% is better than average. I was using it as a euphemism for "mediocre", which it is for a person who lives in a high-COL city (one of the main reasons rents are so high is that career progress is faster out here) and in lucrative industries. When people not 1/10 as talented or capable as I am are, at the same age, making MD in investment banks, being acquired for millions, or making 500+ in private equity, I thi…
I am at a non-US profitable startup where the founders know exactly what people actually want and would pay for, but I wouldn't say the technical side of the start up is good enough to even call mediocre. The "technical" co-founder is more like a sales guy who takes a brief look at the technical side of things one day a week. They've been hiring fresh graduates without any experience. The code is getting difficult to…
Here's what you need. Get a VP-level title so you can hire people better than you and not push yourself down, because that's what will happen if you don't have a title. At this stage of the company, titles mean nothing, but at 40 employees, they will.
Now find at least one technical person who's better than you and try to recruit him. He'll be your mentor. He'll possibly want a title once he learns that you have one. That's fine. Make sure the founders are willing to make him VP as well, so you're equals. (You don't want to be the boss of someone better than you, so mandate that the people you hire answer directly to founders/the board).