91–100 of 334 posts
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I think people are skeptical of the 50% figure. New employees joining a firm might make more than the current employees at the same level, but do they make 50% more?
The article is talking in aggregate over a workers lifetime.
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Based on my experience, I assume disabled people also job hop less often. I often wonder if my lower pay is because I don't job hop, because of my disability, or if I'm just a piece of shit.
Why not both? Just kidding! It is almost certainly the lack of "flight risk". I've been on the management side long enough to know that you reward the most useful folks who "could go anywhere". As GP said, it's a rational strategy for them. I personally have lowered my expectations of salary growth over the years, and would be happy with some of those other benefits GP listed in the mean-time.
This article is nearly 10 years old. Is this still true?
As a manager, it seems true to me. It's much easier to convince HR to pay $X for a new employee than to give a current employee a large enough raise to hit $X.
Yep, I see this in industrial automation. My company is particularly bad about it, since the corporate office is in Houston where you can hire people for the duration of a project fairly easily. Problem is, my part of the company isn't in Houston, so qualified employees are hard to find. So we need to hold on to people, which is hard when we rarely hand out raises. I do my best to train up my guys, but I know that th…
Stop suppressing wages and quit.
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I've run into this. I work at a place that claims they pay top market rate. I've poked around other options and it seems like they're right about that! Back in 2014 when this article was posted, it was probably more true. Lots of money frothing around and salaries were growing and growing faster than employers were willing to keep up with for existing employees (although even then, I had a job that gave me a substant…
I've run into this too, hopping from one FAANG to another. In fact, the second company's comp offer was so close to my current comp (about 0.1% over), it's hard to imagine there wasn't some covert information sharing going on. The "job hop for a salary bump" conversations always seem to assume you are early in your career, where this works. My first job hop was for about +50%. My second one was for around +20%. 20 ye…
Changing jobs sucks anyway.
Caution: you might get paid 50% more to work at a company that is 500% worse managed, and therefore is hemorrhaging employees so fast that the only way they can maintain staffing levels is to offer a hefty premium above normal market wages to get new suckers to take a chance on them. If you're nihilistic and believe all employers are rotten, then jumping ship every 2 years might be a decent game strategy, but I tend…
Perhaps this is just personal experience, but the worst jobs I've ever had also paid the worst. The places that are badly managed either don't know or can't afford market rates, so they try and hire cheap labor. Think body shops, game dev, government positions, etc. By contrast, a place that has expensive employees is going to see their time as more valuable, so there's a direct monetary incentive not to waste it and…
This seems very generally true to a point, so on average it works out. But I think there is a big caveat. My thoughts are centered around software development, but I know there are many analogous career paths. I really believe if your career goal is to peak a lot higher than just middle-management or senior software engineer, and earn the pay that comes with those higher positions, you need to stay on the same compan…
It’s a gamble though and I needed to play hardball when negotiating with the owner for the new salary to properly reflect my new position. That only worked because I was more willing to walk away than he was.
I’d honestly recommend doing 2-3 years stints in the early 20s and then progressively longer but only if the company had room for growth and ways of to get into difficult projects where you both learn something and deliver actual quantifiable benefits to the company
Employers don't reward long-term employees because they don't need to. Even though everyone knows you make more by job-hopping, companies are following a rational strategy because too few people "walk the walk" despite wanting more salary. Arguably unethical, but rational. At the cost of losing a minority of job-hoppers they retain the cheap majority that: - finds job interviews exhausting, or is anxious about being…
Based on my experience, I assume disabled people also job hop less often. I often wonder if my lower pay is because I don't job hop, because of my disability, or if I'm just a piece of shit.
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IMO as someone who has done hiring at a FAANG and many other companies, short answer is no, if anything it's the opposite. As long as you hit a sweet spot of staying at each place for at least 9-12 months with no gaps in between jobs--in reality, this means "it doesn't look like you were fired"--switching jobs not only makes you look more motivated, it also gives you a wider breadth of experience to draw from. A seni…
" 9-12 months with no gaps in between jobs--in reality, this means "it doesn't look like you were fired"--switching jobs not only makes you look more motivated, it also gives you a wider breadth of experience to draw from." Fuck HR. 12 months is nothing for actual deep learning. I've seen job hoppers come through my company and it's obvious most of them don't get very deep in the work and just move on instead of beco…
Caution: you might get paid 50% more to work at a company that is 500% worse managed, and therefore is hemorrhaging employees so fast that the only way they can maintain staffing levels is to offer a hefty premium above normal market wages to get new suckers to take a chance on them. If you're nihilistic and believe all employers are rotten, then jumping ship every 2 years might be a decent game strategy, but I tend…