221–230 of 349 posts
The large UK broadcaster I work for is having to make large amounts of savings. They've decided that they don't like paying for slack (for £10 per user per month), and instead are going to force everyone to use MS Teams. Since 95% of people have been working from home (and no plans for most to go back this year), they won't allow people to take unused monitors back because they might end up lost. These are £80 monito…
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There have been studies of Silicon Valley, and your experience is the common case. Some of it has to do with stock based compensation. I’ve not heard of any companies that, by default, renew RSUs at a dollar value comparable to what they gave the employee as a new hire (even if they’ve promoted the person!) Even if they did, that would be less than what that employee is paid when the initial grant expired, or what th…
Stock based compensation may be the norm in Silicon Valley, but it isn't par for the course across different roles and industries. But the ~3% raise seems to be pervasive. This tells me that it doesn't have to do with stock based compensation.
Questioning these things when offered is probably the best way to get the employer to change them, or at a minimum it may make it clear what your future prospects at the company are.
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This is the first time I’ve seen a job at Netflix characterized this way. Total comp at Netflix also isn’t any higher than say Facebook or google.
This class of characterization gets around, though usually the coverage is more directly about the "culture of fear." Please consider how terrible a job is when you're constantly afraid and working yourself to the bone to avoid being fired; it's probably in line with that. The WSJ had a piece in 2018 which sparked a bunch of follow-on coverage: "Mr. Hastings’ ring of top executives take the keeper test seriously. At…
I just want a straight answer from someone who knows more than me. How come every time I switch jobs I get a 30-40% raise, but at any one company I never get more than a 1-3% raise each year, no matter the growth of productivity and responsibility. There's obviously some kind of prisoner's dilemma-like iterated game that reaches that Nash equilibrium, and I'm trying to figure out what it is exactly. I would have love…
Here's something that doesn't get mentioned a lot on HN: That "every time" will eventually come to an end. It will eventually plateau unless you change careers (become a manager or exec or something). I'm a little more than 20 years into my career. My first job change as a fresh grad + 2 years got me about a +50% raise! My next one was about +30%. Every job change I've had since has been less than +10%, and my last job change was pretty much flat +0.5% MAYBE.
This idea that job changes are always/necessarily huge salary increases is largely an artifact of the age demographic here on HN.
EDIT: To put it another way, let's say my first salary as a software engineer in 1998 was $45K (it was!). If I changed jobs every two years and consistently got a +30% raise each time, I'd be making over $800K now, which would put me in what, the top 0.001% of software engineer salaries?
tl;dr: Engineers prefer a "positive" work environment over competitive salaries. Couldn't disagree more. Pay me.
I agree... and I don't. I work primarily for money, but not totally. My job probably doesn't pay me absolutely the maximum that I could make anywhere. If the work environment turns sour, I can hopefully make an approximately lateral move - not significantly more or less money, but a better environment. I once worked for a medical device manufacturer. We failed an FDA audit. As a result, our procedures became much mor…
Anecdotally, the place where people are uncertain of their future are highly stressful, even when the work is not heavy.
IMO, the only reason above-market pay doesn't raise retention as much as people want is that it's possible to have above-market pay and a job people enjoy doing. And on the other hand, you can offer enough above-market and people will do any job, as evidenced by the other thread I saw yesterday where people were making crazy salaries to implement unethical, deceptive practices against their users.
I just want a straight answer from someone who knows more than me. How come every time I switch jobs I get a 30-40% raise, but at any one company I never get more than a 1-3% raise each year, no matter the growth of productivity and responsibility. There's obviously some kind of prisoner's dilemma-like iterated game that reaches that Nash equilibrium, and I'm trying to figure out what it is exactly. I would have love…
One helpful perspective: a company hiring an individual has a specific problem they want to solve. If they hire you, you are the best candidate out of many they interview. You will bring a lot of value to them immediately.
At two recent jobs where each time i got approx 40% raise, I was the right person at the right time to fill that specific niche they really needed.
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I would've changed your code from promise chains to await statements (after warning you, of course) because they just look awful. And I would then have expected you to buy me a beer for getting rid of all that ugly code.
And your boss at 121 time askes so exactly what have you delivered.
I just want a straight answer from someone who knows more than me. How come every time I switch jobs I get a 30-40% raise, but at any one company I never get more than a 1-3% raise each year, no matter the growth of productivity and responsibility. There's obviously some kind of prisoner's dilemma-like iterated game that reaches that Nash equilibrium, and I'm trying to figure out what it is exactly. I would have love…
> How come every time I switch jobs I get a 30-40% raise Here's something that doesn't get mentioned a lot on HN: That "every time" will eventually come to an end. It will eventually plateau unless you change careers (become a manager or exec or something). I'm a little more than 20 years into my career. My first job change as a fresh grad + 2 years got me about a +50% raise! My next one was about +30%. Every job cha…
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yes, this is explicitly taught in business school--that companies and managers should strive to develop intrinsic over extrinsic motivation (lke pay), to both increase productivity and create a good working environment (whether students paid much attention is a different matter).
Pay is a sign of how valued I am. If my pay is low I might not need more money but I need the recognition that I'm valued that comes from more pay.