151–160 of 234 posts
Earlier quoted context omitted.
Yes, particularly in the UK the vestiges of the old class system are that no matter what price the market clears at a blue-collar worker can never be paid more than a white-collar manager. So if you are in a situation where there is a glut of junior managers and a scarcity of talented engineers, then seemingly inexplicable things start happening to salaries.
What do you think will happen? Will the engineers earn more than the managers, or will the managers salaries go up just because the engineers earn more?
In other words, the UK today.
Earlier quoted context omitted.
As an employer that provides free food, I think there's more to it than that in that both sides receive more value. We don't provide free food in order to pay our employees less. We provide free food because we see a lot of value in everyone eating together and employees get a lot of value in just not having to think about lunch or spend the time to go out and eat somewhere. I think most people get more value you out…
You provide free food because you get more working time out of your employees. Any other benefit your pushing is quite honestly, bullshit. They're sitting together? Great; odds are they're talking about their job and that's only beneficial to the employer. The other problem with free food is that it starts to feel like an obligation to consume it. I like eating out about once a week otherwise I brown-bag it most of t…
I don't see a problem with that. If I work overtime I can leave earlier on another day. Quite a lot of my coworkers leave at 12am on fridays.
Earlier quoted context omitted.
there are all kinds of intangibles not mentioned here. what if you have an idea that transforms the company's sales numbers or you dream up a better way of doing the builds that reduces integration bugs. So many ways an employee contributes intangibly. you're right, pay is basically what your peers make +/-
Yes, particularly in the UK the vestiges of the old class system are that no matter what price the market clears at a blue-collar worker can never be paid more than a white-collar manager. So if you are in a situation where there is a glut of junior managers and a scarcity of talented engineers, then seemingly inexplicable things start happening to salaries.
The most important salary negotiation tip: DON'T TELL THEM HOW MUCH YOU ARE CURRENTLY BEING PAID OR GIVE THEM A RANGE. Recruiters always ask this up front and INSIST that they must know. I have NEVER been denied the opportunity to interview for refusing to give a number upfront. If you're applying at a company, it means you've done at least a little research on what they should be expected to pay and you see somewher…
> DON'T TELL THEM HOW MUCH YOU ARE CURRENTLY BEING PAID OR GIVE THEM A RANGE. [...] No matter what, don't give them a number. Make them give you a number first and negotiate from there. What tactic do you use for this?
This lets them know two things: 1. You're not going to divulge your current pay no matter what, and 2. Gives them a face-saving 'out' by complimenting them that their company is "different" and special (and makes it sound as if your compensation is totally their decision; the negotiation over a number has not begun yet).
The most important salary negotiation tip: DON'T TELL THEM HOW MUCH YOU ARE CURRENTLY BEING PAID OR GIVE THEM A RANGE. Recruiters always ask this up front and INSIST that they must know. I have NEVER been denied the opportunity to interview for refusing to give a number upfront. If you're applying at a company, it means you've done at least a little research on what they should be expected to pay and you see somewher…
And when they come out with a price tag finally I often tell: Well thats a nice salary for 20 hours per week work.
And guess what? I got 20 hours contracts this way 3 times.
Earlier quoted context omitted.
Yes, particularly in the UK the vestiges of the old class system are that no matter what price the market clears at a blue-collar worker can never be paid more than a white-collar manager. So if you are in a situation where there is a glut of junior managers and a scarcity of talented engineers, then seemingly inexplicable things start happening to salaries.
I'm fascinated that in the UK, software engineers are not viewed as white-collar professionals. That seems to be a rather big difference between the work culture of the UK and the USA.
Another B.S. article about negotiating IT salary's. If IT salary's kept pace back before the Dot bomb days everyone would be making 150k starting. Here is why we don't IT has for the most part never been a money maker of a lot of companies. They see it as a loss leader. IT is seen as the "Oh boy here comes the IT budget again." Unless of course your business is making software for the masses. But then I have been at…
I used this technique to get that much of an increase. First found a job that I was actually willing to quit for. Went to my boss with the offer. They made a counter that I accepted. Without that offer I would have gotten probably 2-3% yearly.
People get too caught up in trying not to hurt their employers feelings by threatening to leave. Who cares if they know you were looking for another job. It's a business decision. I've tried to leave more than once at my current position and they don't treat me any differently. The key is to be prepared to actually leave if they call your bluff.
Also this probably means I was severely underpaid to begin with.
I'm about to ask for a raise for the first time but I'm not entirely sure how to handle it. I've been with this company for 7 years and only received 2-3% increases the past 3 years. I interviewed at a competitor and they offered me a 20% increase, which I turned down. During negotiations should I simply ask for them to match? I don't want them to think I'm actively looking for a new job but want to get paid my worth…
interesting to read all these from the engineer's perspective. from the manager's side of the table things are quite different. If an employee comes to me and asks for a raise then I begin the process to replace them. We give reasonable raises, we pay fair market value and an engineer might make a little more elsewhere but they'll be giving back their RSUs and the opportunity to work on really cool stuff. If, however…
That makes you sound like a horrible manager.