81–90 of 412 posts
>> Most important takeaway about salary negotiation, by the way: disclosing a previous salary is almost always against your interests because it pegs your new salary to that plus 5% rather than your value to the new firm minus a discount, which is a brutal mistake I had a phone screen with an HR drone once (Cerner Inc. to be exact \waves) part way thru she asked me my current salary. I declined to provide that inform…
>> Most important takeaway about salary negotiation, by the way: disclosing a previous salary is almost always against your interests because it pegs your new salary to that plus 5% rather than your value to the new firm minus a discount, which is a brutal mistake I had a phone screen with an HR drone once (Cerner Inc. to be exact \waves) part way thru she asked me my current salary. I declined to provide that inform…
>> Most important takeaway about salary negotiation, by the way: disclosing a previous salary is almost always against your interests because it pegs your new salary to that plus 5% rather than your value to the new firm minus a discount, which is a brutal mistake I had a phone screen with an HR drone once (Cerner Inc. to be exact \waves) part way thru she asked me my current salary. I declined to provide that inform…
That's the point where you quote a wildly inflated salary with a straight face. "My last salary was $300,000. Yes, seriously. Is that too high for you? We can discuss this further in negotiations, I'm flexible"
To figure out what number you should cite, look in a mirror. Keep saying bigger numbers. Don't stop until you've got a sheepish grin on your face.
I always appreciate your transparency and believe that you're helping drive our industry forward. I often search for ideas on how to help within my area of influence. The closest I've found is Stack Exchange's salary matrix, and the related approach at Fog Creek. I think publishing salaries has several benefits. For one thing, it removes the used car salesman approach to hiring. One result, which is more important, i…
Glassdoor.com seems to have fairly accurate salary reports across different companies, jobs, and geographies.
If consulting is making $30k/week/job then why keep running the personal businesses? Why not take the consulting and branch it out, and drop everything else as a distraction?
I'm going to hazard a guess and say it's not sustained i.e. he's not charging $30k/week for 52 weeks straight. He gets a gig here or there and that's what he charges. I've charged $20k/week for consulting and it was week here or there, not for the whole year. But I may be wrong.
If hirer has an equally good candidate or consultant who quotes a lower rate: you're out of the running. Even if you're better, you have to be better value according to the employer's own assessment.
There are few employers who are price insensitive and you have to be in an overwhelmingly lucky or privileged position to find them.
I always appreciate your transparency and believe that you're helping drive our industry forward. I often search for ideas on how to help within my area of influence. The closest I've found is Stack Exchange's salary matrix, and the related approach at Fog Creek. I think publishing salaries has several benefits. For one thing, it removes the used car salesman approach to hiring. One result, which is more important, i…
At the firm that I work at everything is in the open, even between groups, and it works very well. It is a formula-based compensation given your department (basically consultants and back-office) and stated level. With that, I know or can calculate exactly how much my manager makes, how much an entry level HR employee makes, and how much the CEO makes. I love it because it removes any problem with politics or shadowy…
> (Most important takeaway about salary negotiation, by the way: disclosing a previous salary is almost always against your interests because it pegs your new salary to that plus 5% rather than your value to the new firm minus a discount, which is a brutal mistake, particularly in the years of your career where natural growth in capabilities/experience/the market/etc causes you to bring vastly more to the table with…
If you can lie convincingly, lying might be an effective negotiating strategy. Lying convincingly here generally involves you knowing as much about the job market as employers do, though, and that tends not to be the case: employers talk to 10 people for every 1 hire they make, and so they get a pretty good snapshot not just of the field at large, but of what other people at your current firm make.
Lying unconvincingly is a very poor strategy. It broadcasts both naivete and insecurity to your counterparty, both of which are exploitable characteristics.
Earlier quoted context omitted.
Because I enjoyed running the software business more than I enjoyed running the consultancy. Partly that is for difficult-to-explain personal reasons (I feel the sense of satisfaction with operating a software company that some people feel when painting things). Partly it is because of reasons which are endemic to consultancies, even successful consultancies. Feel free to ask if you're curious. I also have a quirky r…
Not snark... serious question... its not clear to me what sort of services anyone could offer for 30k per week... what sort of thing commands that kind of price tag?
$2K or so per day was more routine for reports on a variety of topics (competitive analysis, strategic options, etc.) Expert legal work is probably in the $400-$500/hour range.
Earlier quoted context omitted.
It's a pretty strong signal that they want people who won't negotiate and aren't assertive. In some businesses, it's just counterproductive to hire an assertive employee: the business processes are in place, the command structure is well-established, and they just need bodies to fill places in the org chart. If it's one of those companies and you're one of those people, getting hired there will likely be painful for…
Hmmm, but this was the recruiter, not the company. The recruiter itself would want me to be assertive and negotiate as their compensation is calculated based on my starting salary. And this company was a very small and fast growing firm that would require a lot of hustle and assertiveness. My entire in person interview process was based on a case study that took 12 hours where I spent a large part of that arguing wit…