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Never count on stock to be worth poo poo. I never did. My stock paid out over the years, not a life changing amount but I paid some bills and bought some toys and a small down payment on a house. I work with quite a few folks who were promised the loving MOON in stock options and they never were in the money on them. They all wish they would have focused more on cash compensation than gambling about stock. (see Motive Inc IPO) Personally that vesting schedule is poo poo for a start up. You should be looking at 25% for the first year and then monthly vest through year 4 with 100% vesting at month 48. When you say startup, what exactly are you talking about? Like 15 to 20 employees sitting on couches in SF? Or cashflow positive VC backed company with many employees?
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Jun 13, 2013 23:33
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movax posted:Yeah, it's an entirely new company, entirely new industry, only thing that gives me pause is them being a start-up. Definitely use your position to establish your pay at market rate. Starting a new job is the best time to get every penny that you're worth out of the company. From a company perspective it's HARD to find the right candidate you want to hire. We spent 6 months replacing a guy who left last year before we found someone we liked. We weren't letting that guy walk away over 5,000 dollars a year. If the market is hot, and you're in demand, stick to your guns and get paid. 5K is nothing to a company but can have a major cumulative effect on your earnings over the course of your career. IT DOESN'T MATTER WHAT YOU GOT PAID AT YOUR LAST JOB. If you made 25K a year as the only IT guy for a 40 person company, who gives a gently caress. You should be compensated appropriately for the work you are going to be doing. If you're going to be doing 80K a year work, you should be making 80K a year. The market goes both ways, if they have 50 qualified people to choose from, they can low ball the hell out of folks. If they take 6 months find a qualified candidate, well that person can demand top salary. Sometimes cash is limited, negotiate other benefits for yourself. Extra PTO, or extra stock, or even a specific workstation. We had one developer that wouldn't start unless we bought him a top of the line MBP. We had another who wanted an extra week of vacation. If the company wants you bad enough they'll accommodate within reason.
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Jun 17, 2013 17:53
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Chalets the Baka posted:Do the rules for negotiating salary and benefits change when you're dealing with a public/government institution, rather than a private business? Is there any room to negotiate at all in those cases? I've never worked public sector, but benefits/time off are usually set in stone by policy. If they pay on a a grade/step level chart you can negotiate to start at a higher step than what they might want to start you at. Just a random example, but say you're getting hired by the State of Kansas as a Machinist. Machinist are Pay Grade 20, and they want to start you at Step 6, well you could probably negotiate up to Step 10 if they wanted you bad enough, a difference of 15.03 and hour vs. 16.56 an hour. But that snowballs as you get your step/grade increases as you work there. It can make a big difference, especially with retirement contributions and whatnot. http://www.da.ks.gov/ps/documents/payplan0614hrly.pdf Spend a little time and figure out how the department is run and the payscale/grade/step for the position and see what you can do.
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Jun 24, 2013 17:38
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FrozenVent posted:I'm not an hiring person, but really? Once you hit the real world, nobody gives a flying gently caress what your GPA ever was. Bingo. Your GPA matters once, after that you're judged on your workplace accomplishments. No one in the real world gives a poo poo about your grades. Good grades don't have poo poo to do with being a good employee. Hell after 5 years work experience I don't even care where you went to school. Stanford or Lower Arkansas River Institute of Redneckery, makes no difference to me. Can you do the job? Do you fit in with the team? What have you accomplished?
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Jun 24, 2013 21:23
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neogeo0823 posted:Not to sound impatient, but I'd really like it if someone could do a quick read-through on my resume and tell me what they think of it. I'm trying to get out of my current job and into something better asap, and there's a job posting I've been eyeing that I'm worried will be taken down soon. Rough critique - Jobs don't need addresses or phone numbers listed on a resume. Save that for the formal paper application they may have you fill out. change 'Job History' to 'Experience' Remove the 'Position' - The first sentence of your resume says your an IT professional with 10 years of experience, but then I read your resume and I see nothing to do with IT. I see Mechanic, Lawn and Garden, Paint, Appliances, almost no IT at all. I'm confused and I've already stopped looking at your resume and you didn't get a job. Depending on the job you are applying for you should tailor each resume to the job. Make sure you have keywords on there they list in the job description. If you're applying for a mechanic job, play up the mechanic stuff and lay off the stuff that has nothing to do with being a mechanic. Same thing for anything else you're going after. Plan on writing a new resume for every job you apply for basically.
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Aug 19, 2013 21:02
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FrozenVent posted:Agreed on the address, but a phone number and email address is pretty standard, isn't it? I mean they don't want to have to look trough a stack of paperwork to find how to reach you, and some jobs don't do the application thing. Sorry, I meant he should remove the address and phone number for each job he worked. neogeo0823 posted:Thanks for the advice. As far as the IT =/= job experience thing, I've been doing freelance IT work for years. Mostly basic stuff, building systems, antivirus, maintenance work, etc, with a bit of networking and such thrown in here and there. My actual official jobs that pay me a weekly paycheck have nothing to do with IT, sadly, and it's a field I'm looking to get into now. Are you getting paid to do IT stuff on the side? If I was you, and putting together an IT resume the first job entry would be something like Freelance Computer Repair or Local IT Consultant and then list some skills you gained doing that work, then list your other jobs on it.
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Aug 20, 2013 17:23
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It depends. We are terrible about it. Someone in HR or in the hiring chain goes on vacation, and things get ground to a halt. It can take a week or so for us to get the offer paperwork together for someone we want to hire. Today is a little early to be worrying. Maybe worry if you haven't heard by Friday.
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Aug 28, 2013 17:01
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You can't take that personally dude. It often comes down to two or three candidates and sometimes one is just a little bit more qualified than the others and that's who you go with. Don't get discouraged, there's a chance they might call you back if things don't work out with candidate #1.
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Aug 28, 2013 17:51
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CelestialScribe posted:I think I may have screwed up on salary. I wouldn't worry about it too much. Let me qualify that though, in my personal experience with midsized companies that question is used to make sure the interviewee and the company are in the same ballpark when it comes to salary. We already have an idea of what we're going to pay the person we hire, there's some room to negotiate, but we're not going low ball them because they threw a low number out. When we open a requisition to hire a new person the hiring manager works with our HR department to figure out title, and a corresponding pay band according to Radford and other HR specific data. If we're hiring a Sr. Basket Weaver, HR will pull salary data for what Sr. Basket Weavers make in this area and give us a pay band. Then that pay band gets sent to Finance and they'll pre-approve a max salary of the position. Our pay bands usually run from 25% to 75% of the data HR pulls. So the hiring manager will say you can offer your Sr. Basket Weaver anywhere from 60 to 75K depending on experience with say a midpoint of 68.5K or so. If we find the best Basket Weaver in the world and they want 80K we can always try to get the extra 5K authorized, and for the right candidate it isn't a problem usually as 5K is a drop in the bucket for some unfilled positions. But if you're throwing out 90K+ at the interview it's going to be pretty clear we're not going to agree on compensation so we'll go ahead and move on to a different candidate. Smaller companies might take advantage of you, but a larger company with a real HR department probably works like I described above.
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Aug 30, 2013 06:08
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johnny sack posted:Does that happen? I always hear that thrown around but I would think the benefits package was even more set in stone than the pay grades. ie earning 4 hours per pay period. In my experience its rare but can be negotiated. I think it's getting more common for hard to fill skill positions. I know of two people that negotiated an extra week when they started. I know after getting 4 weeks at my current job going somewhere with only 2 would be difficult and I would try to negotiate a 3rd week. Yes I sound like a spoiled man-baby. I even recall seeing a municipal job offering prior work credit for computing time off accruals.
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Aug 30, 2013 20:22
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Sataere posted:So I've been with my company for almost eight years, and watched it get progressively worse. At this point, I am just sick of it. Moreover, I know that I am seriously underpaid for my knowledge and experience. I've started preparing my resume, but I had a couple of questions. My opinions on these qustions: 1- Two pages is fine if it's full of relevant content. If you're applying to be a sandwich artist at Subway listing 5 bullets about how good you are working the fryers is pointless because subway has no fryers. Relevant accomplishments should be listed, not a list of job duties. 2- If the job requires public speaking, throw it on there. Corporate Trainer, Salesperson, whatever. If you're not going to be speaking, I would probably leave it off. You've been working for 8 years, your college degree and experience carries no value anymore to be honest. 3- Some computer skills are just assumed for certain positions. If you're going into a training job or something that requires lots of presentations list it, if not, it doesn't matter. If using the computer software is part of the job, put it on, but listing that you know 4 kinds of linux, 3 browsers and 2 office suites is not necessary. Interview questions. Before you go to an interview you should do your homework on the company. Who are they? What do they do? What markets do they serve? What team would you be joining? Things like that. Asking questions and showing interest is a good thing. Don't interrogate, but knowing a little bit about things is very good. What can you tell me about the team I would be joining?
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Sep 5, 2013 16:46
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I'll take a look at it, but I'm not good at entry level/first job resumes and I work in the IT field so I'm not good with creative/artistic resumes.
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Sep 11, 2013 16:14
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dur posted:they already knew who they wanted to hire and just posted the job as a formality or something. You get a prize sir.
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Nov 21, 2013 22:06
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Trying not to be a dick, but that thing needs a lot of work, it has almost no content, and just needs to really be started over. Have you done any internships at all? Explored college grad programs with Petroleum companies?
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Dec 20, 2013 04:53
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Check your sharing, I don't see anything.
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Dec 28, 2013 00:03
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angus725 posted:If I'm not applying for a position, but handing it to some connections in management, should the objective stay? No. The Objective is implied. A resume is a tool to get a job. No need to tell them your objective is to get a job.
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Jan 16, 2014 22:12
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I'm not a terribly aggressive person so I usually go with a 48 hour rule on following up. Just because after 10 years of corporate work I know how the inside of most companies work. Things take time to setup, people get busy and don't communicate as often as they should, and sometimes people just forget. For all you know the VP has reached out to HR to arrange travel arrangements for you to come interview but he's waiting on them, so he can get back to you. The last guy we hired on my team it took a week and a half for all the paperwork to get through before we could officially offer him the job.
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Jan 29, 2014 19:20
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Xandu posted:If a company approaches me for an interview, is it acceptable to ask their salary range early on? Are you getting cold called by a recruiter? A recruiter I have no qualms asking about the salary range, they usually won't say much other than "competitive" or "in like with market".
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Jan 30, 2014 21:39
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C-Euro posted:When do you all feel is the turning point from listing education at the top of your resume to listing professional work experience at the top? My last stint in school was graduating with a Master's in 2013 and I am currently in my second job since graduating, so my Work Experience is my current job, my previous job, and my graduate assistant role during my Master's. I'm updating my resume right now for a leadership development award through the American Chemical Society, which favors academics so I think for this I would leave Education at the top. But in general, when do I start putting Work Experience first? I'm not an expert or anything, but generally I put whatever qualifications I'm using to hopefully get the job first. If I'm a fresh MBA looking for a job that wants fresh MBA's, I would put the MBA education above my prior work history. I've I'm qualifying for the job based on work experience, that's what I would put first. Rules might be different for highly skilled positions you're probably applying for and Academia Generally though my rule of thumb is if you have professional experience in the field, the work experience goes first.
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Oct 25, 2015 22:21
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Pillowpants posted:The reason I keep arguing it is that I AM in HR and none of the people In my company HR have ever seen anyone get nixed over bankruptcy. I work in a 1600 person company, and the most anyone has seen is a special form that the hiree has to fill out - and this was at a wealth management company. It's not a charisma thing if you're repeatedly getting multiple interviews for a job. Now if you'd tell us that you've been on 7 first interviews and can't make it to round 2, then maybe it could be a charisma issue. I really think having the active BK on your record is what's killing these jobs for you. It'd be one thing if it was a closed/discharged Chapter 7 from 3 years ago, but it sounds like it's an active Chapter 13 you still have 18ish months of payments left on. I can 100% understand why companies don't want to hire a payroll manager, with direct access to company funds, with an active Chapter 13. I'm very sympathetic to your situation. All I can tell you is it'll get better over time. My wife filed Chapter 7 over 15 years ago, and she worked her way up to a bank manager position at one of the countries largest credit unions. I have a record from doing something really stupid when I was 18. It has affected my career options almost my entire life. I've been fortunate to find employers who understood mistakes were made and I'm a different person than when I was 18, and I've been very fortunate to have what I consider to be a great career so far. If this BK was discharged and 3 years old, I think things would be different. With it being active, I think it's a risk many employers are not willing to take. Is there another area of HR you could bounce to instead of payroll? Maybe be an HR business partner or something else? I know you want out of your current job badly, so I'm just spitballing ideas. Give it a few years, get the BK closed out/discharged, and head back to payroll if you want.
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Sep 16, 2021 20:06
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Vegetable posted:One of the tech companies I'm interviewing for will have a decision for me by tomorrow and if it's a yes, it'll apparently take them up to two more weeks to churn out an offer. This is one of the biggest names in the world. What the gently caress kinda shop are they running. I got my contingent offer Oct 30th last year, and didn't start until Jan 4th. Fortune 100 company that I consider to generally have their poo poo together. I'll admit I slow played the process just a bit though as I didn't want to start until after the first of the year anyway, but that kind of bit me in the rear end. A couple things depend here on your hire date, and having a Jan 4th hire date means I have to wait until a full 1 year of service to be eligible for a couple things. But yeah, things can move slow at big companies.
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Sep 16, 2021 22:29
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John Cenas Jorts posted:From what I've seen, Internal Only posted jobs are usually opened with a very specific person already in mind. Sure, other people can apply, but unless you're that guy then chances are low Pretty much this. We’re converting 2 of our contract to hire guys on my team, and HR requires that we post the job internally for a week and give full consideration to anyone that applies. The positions are already filled, unless someone better applies (which is rare but can happen), it’s just an HR formality/process thing we have to do. Networking is so important these days, even inside your own company. I’ve gotten offers to switch teams out of the blue from people I’ve worked with once they realize I know what I’m doing and do good work. Make friends and doors will open. Also keep in touch with former coworkers. I’ve had people I haven’t work with in years reach out before about jobs in their new orgs.
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Sep 17, 2021 16:21
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Wait until you have the formal final offer in hand. They expect 2 weeks from that date at least and it shouldn't be a problem. The company I work for uses a 3rd party Hire Right to do the background check, and it can take a couple weeks for everything to come though. Mine took almost a month I think.
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Oct 25, 2021 16:19
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Leon Sumbitches posted:They called me just to tell me that they went with someone else. At least they told you. Way too many people on both sides are just ghosting people these days.
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Dec 10, 2021 20:53
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Off my meds I tend to ramble a lot. I do prefer to communicate via email whenever possible as it allows me to lay out my thoughts in a better order and not ramble/jump around too much. I know how much it sucks, the only thing I adjust is make sure my interview was at a time my meds are going to be working. I also have some 5mg "homework" pills I could take if needed my psychiatrist is good with my using from time to time. Some things that helped last time I interviewed. I knew the interview was using the STAR method, so I prepped in advance with a couple answers to the common "tell me a time" questions common in a STAR interview. I also had some key accomplishments, and things to discuss written down ahead of time. Being able to reference this instead of having to come up with stuff on the fly was a big help and helped reduce the rambling. I wish I had better advice, but all I can offer is take your medication (if you're on meds) so you're hitting peak dose during the interview, and utilize your coping mechanisms
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Jun 28, 2022 23:25
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George H.W. oval office posted:The company I work for is quickly circling the drain. Not only was it near bankruptcy after our peak season but our private equity owners are very obviously positioning for a sale. During my interviews and the "why are you looking?" question I tend to go with the growth of the company was too much and ultimately we weren't able to meet our agreed upon SLAs, customers dropped, and now we are showing financial distress so I'm looking out for my family and future. It feels okay but surely there is a better way to say "company sucks and the rats are leaving the ship" Way too much information. A bullshit question deserves a bullshit answer. Give them a generic, "looking for new challenges" line of bullshit in return. I would never give specifics about what's going on inside the company. I left my last company due to PE bringing in a new hatchet man CEO, and my new boss being a huge rear end in a top hat, but I never said that. I was "looking for new challenges" Always avoid any sort of negativity in an interview. Give them the bs answer and then redirect the interview by asking them a question
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Jul 5, 2022 16:54
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carnassials posted:What's the etiquette for interview attire now? I'm planning on some in person interviews for Senior QA positions soon, and I lost my old suit to an ex. Would a crisp button down and dress pants and shoes pull it off? I feel like thats a solid match for what people in QA wear during FDA audits and fresher than a suit, but maybe interviews are still considered more formal. CarForumPoster posted:I like to be "one step nicer than the person making the decision" This has always been my rule of thumb when it comes to interview attire. In my experience, what part of the country matters more than a lot of things even inside the same org. My last org had multiple large offices across the country, and there was a big difference in how people dressed day to day between East Coast, West Coast, Austin etc. East coast was more formal than the west coast for sure. East coast was mostly slacks/khaki's and collared shirts. West coast was mostly jeans and t-shirts/polo shirts. Austin was a free for all with most developers wearing tshirts/shorts/birkenstocks. I never went to our Chicago area office, but I'm just guessing it would be more east coast than west coast there. Definitely don't be afraid to ask the recruiter though on what dress code is like.
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Jul 11, 2022 17:57
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So I'm not a regular poster in this thread, and I'm not sure how the regulars feel about this, but at the top of my resume where you have skills and competencies, I have a "Professional Summary" Just a couple sentences with some keywords from the job posting highlighting my experience with what they were looking for. Nothing too much, just trying to set a "hook" so the reader keeps reading. I find keywords important because they'll help your score with the ATS system, and also catch the eye of whoever is screening the resume before it gets to the hiring manager. The HR clerk looking at it will see keywords from the job posting on your resume and hopefully send it off to the hiring manager. I found this example online for a data analyst. quote:Motivated and analytical professional with experience in evaluating dashboards and developing KPI reports. Certified Excel Specialist proficient in SQL, Python, and Tableau. Additional growing fluency in artificial intelligence and product life cycle analytics. Focused collaborator dedicated to interdisciplinary communication I'd put something like that at the top.
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Nov 10, 2022 01:43
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