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El Mero Mero posted:What are people's opinion about just lying about your current salary (or inflating it) and then using that number to negotiate slightly up from? I'd say that the counterexample is a company lying about a salary to you. I once accepted an offer of $X, and my boss attached the words "That's at the very high end of what we usually pay people in your role." I have no reason to believe that wasn't true, but assume I later found out he was lying, that person and that company would lose a significant chunk of my respect. So, if the lie is plausible and/or you're 99% sure it'll never be found out, sure, go for it. But realize you're betting a huge amount of your credibility, which may be worth a lot of money long term. My advice would still be to keep your current salary entirely out of the negotiation. Look at it this way: if the hiring company is willing to pay you $Y after knowing that you currently make 0.95 x $Y, they should also be willing to pay you $Y for your skills alone. They're definitely able to; they just admitted as much.
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Mar 17, 2016 11:36
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How does one best go about applying for an open position in one's own company? A friend is working at a decent sized company, about 2000 people in head office and 10k world wide. The role is OK, but not stellar, and she's slightly underemployed. Now the company is looking (externally) for a candidate which matches her profile rather well. What are the unwritten rules for applying for a position like this? Like in any other scenario, I guess the goal is to not let it backfire on you. I have no idea what the policies/traditions in this company are on internal recruiting. Is it best to apply "externally" like any other candidate, or should one have a lunch with the potential dept. leader and do it a bit more unofficially.
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Jan 13, 2017 10:26
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Hello thread, I need advice. It's time for the annual "salary adjustment" in my company. It's the first time for me, as I've only been here a little over a year and it's the first time I'm eligible. At it's core, the adjustment is a decree. I'm not entirely sure how the pot of gold is divided and who does it, but at the end of the day, you're presented with a number, and while you can bitch and moan, 90+% of the time that'll get you nowhere. Now, I had my monthly meeting with my manager the other day, and the topic came up. The conversation went something like this: Boss: "So what's your expectations?" Me: (Oh crap what do I say now, better aim high!) "Well, I'm super good and have the skills for the role, got up to speed quickly, few sick days etc. When I was hired a little over a year ago, the company ate my salary demand in the first try, so it obviously wasn't completely unswallowable. I expect 5-10%." Boss: "Well... it's lower than that." Me: "...OK." It seems to me that he's in no position to actually influence my number, so why the gently caress would he bother to ask for my expectations? He caught me by surprise, but thinking it over I actually find it a bit of a dick move. In effect, he forced me to show my hand while knowing that it mattered absolutely fuckall in the end. I would love any input on this. For the record, while I think a 3-5% raise would be fair in my situation, I should also state that I'm well compensated and that I really like the position/tasks/people/location, so in a sense I have a piss poor BATNA.
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Jun 7, 2017 09:24
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No Butt Stuff posted:It's probably 2.5% COLA as opposed to an actual merit increase. We have very little inflation in my locale currently - about 1%. fantastic in plastic posted:Why do you think that 3% is fair? It's basically enough to cover inflation and not much else. You haven't developed any new skills, gotten materially better at your job, or gone above & beyond at any point in the previous year? Again, very low inflation. I have developed new skills. I have created things that no one else had thought of before, I have become either the authority or matched the previous authority in a number of areas, and while I haven't put in a string of 100-hour weeks, I have frequently stayed around to make sure we met goals when things were busy. I'm not so much irritated that I'm not given a certain percentage raise. My entire career (~10 years) has been very low raises broken up by huge leaps after getting a new job. I'm mainly irritated and puzzled that my boss would go about things like he did.
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Jun 7, 2017 15:27
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Dwight Eisenhower posted:If you're in a big corporate environment then your direct manager probably has very little leverage in what your raise is prima facie. I fully agree with this assessment. Dwight Eisenhower posted:
Fully agree, again, and thank you for your comments. I'm not very close with my manager. He's only been here for a few months, and we don't enjoy good chemistry. The honest truth is that I would still stick around with a 0% raise, but of course I don't have to let management know this. What I'm mainly concerned with is if this sets the precedent for a number of years with COLA-at-best adjustments. I'll await the actual number, maybe snoop around a bit and see where I'm at compared to my peers, maybe object a little bit, and take it from there.
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Jun 8, 2017 09:23
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Well, Balls^3, you kinda screwed up showing your hand. You can try to negotiate, seeing as the worst that can happen is that you're stuck at the 60k, or you can use some more or less bullshit excuse as to why you want more (does the figure include pension, for example.) It all boils down to how ready you would be to walk. But if my career has taught me anything, it is that salary bumps during hiring are much, much easier than salary increases during tenure. I'm right around of 250% of starting salary, and I can attribute two thirds of the increase to job changes.
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Apr 25, 2018 11:10
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Hi thread. The wife has currently been offered a position at her old job, basically the same she was doing, but with a promotion. She left around 18 months ago. At her previous tenure, she accumulated around 8% raise over 3+ years of service. When they asked for her salary expectations, she gave an ambitious but realistic number, which they accepted. New salary: 45% higher than her last paycheck at the place.
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Jan 18, 2021 11:17
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Dik Hz posted:Congrats to her! Put it in the win column. But that's a sure sign she could have asked for more. If your old job tries to hire you back, the best number is the highest one you can say with a straight face. That's the eternal question. If you get what you asked for, did you squeeze them for their last penny or was there still room for more. We'll never know, but I'm a fan of a couple of philosophies: - No one ever went broke taking profits. - Know when you've won. - This is a datapoint that can be used in future negotiations. In this particular case, we took her current base + best-case bonus, which has been very shaky in 2020, Added 5%, rounded up and went for it. New position doesn't have bonus, so it's guaranteed salary.
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Jan 18, 2021 14:29
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I think I’ve told this story before, but once, in an interview, I was asked for my salary expectations. I said a number, to which the interviewing manager blurted out: “That’s a lot! How does that compare to what you’re making now?” Let’s just say that any and all desire to work for him vanished in the following seconds.
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Jan 18, 2021 16:46
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Dik Hz posted:I want to impress this point: Decent managers want to pay competitive market rates because it's really hard to retain talented people if you don't. Determining salary should be at least partially collaborative because employees want money and managers want to keep them when they stick around long enough to be productive. Also, in the long run, it’s in everybody’s interest that salaries are fair. Managers (should) want motivated, happy employees and employees want to be able to argue that they provide value to the company in the event of financial dire straits. Being way overcompensated is great but unsustainable, just like the other way around is, seen from the company’s point of view.
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Jan 18, 2021 18:47
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BonHair posted:Thanks for the advice! I'm fairly certain that expectations are quite different between the US and Denmark regarding work hours. Unless you're a super career person, 37-40 hours is absolutely the norm. I am very definitely gonna be clear that I might work overtime once in a while, but it won't be the norm. I'm also Danish. If you're OK with it, PM me your LinkedIn, and I'll give my two cents. TL;DR: You could probably close this at way more than 40k.
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Feb 22, 2021 15:05
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Boot and Rally posted:I've given companies a choice between 5 more days PTO and $50k more and they always say 'more PTO is impossible, we'll see about the $50k'. Usa.txt I’d value a rad boss solidly in the low five figures though. I went from a hurry-up-and-wait micro managing scrum fetishist to a chill nerd with a PhD who’ll happily spend 45 minutes of a meeting talking about camera gear. It would take a SIGNIFICANT raise to put me back with the first one.
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Feb 23, 2021 07:44
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Shiat, I got quoted, grammar mistakes and all. Anyways, don’t disclose current salary, walk away if they press the issue. DO have a suitably shameless number prepared if they ask you what your expectations are. The less they’ve told you about the total package, the bigger the number, because you have to assume the worst.
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Mar 25, 2021 17:26
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evobatman posted:Remember that while you are sitting around stroking your impostor syndrome, actual real morons who are better paid than you are confidently loving poo poo up out there. Amen. Never underestimate the Dunning–Kruger effect.
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Apr 7, 2021 13:20
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buglord posted:Despite all odds I’ve made it to the third and final round of the interview. I don’t think I can kick the salary can down the road any longer. It’s usually way more important to get the right candidate than to save 5k. Unless, like someone said above me, they’re poo poo. It can also cost way, WAY more than 5k to hire the wrong guy.
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May 16, 2021 05:19
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BadSamaritan posted:I’m in a weird spot for negotiation and would appreciate some insight from the thread. First of all, this is why you should try to not disclose what your new salary is when resigning. (Don’t know how your old manager knows, not insinuating you spilled the beans.) Second, the good thing about them having this knowledge is that it puts a floor under their offer. They know they have to match + say 5%. Of course, this is also a negative. I would approach this like any other negotiation. Focus on the value you add, and let it be known between the lines that you expect a raise to change positions. Finally, it’s not in the hiring manager’s best interest to get you as cheaply as possible, it’s in his or her best interest to make the budget look good while making you happy enough to be retained. It’s not the manager’s money (although I’ve certainly met some that acted that way.)
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May 29, 2021 19:37
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