[braythwayt]

First, I think you and the OP are correct. It’s not Barbara’s money, and Barbara’s career is driven by hiring and developing productive people. If her group is shipping good product, nobody in a growth company is sitting down and asking why a group that ships 30% more product costs 10% more per head.

That will come much later in the company’s trajectory.

One small exception to this from my n=1 experience is that all other things being equal, when hiring Barbara would rather pay at the low end of the range and then be generous with a raise, than pay at the top end of the range and have to fight to get you a raise.

That first performance review and raise set the tone for years to come, and good managers want it to be a happy experience for everyone.

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But that’s only if all other things are equal. Barbara doesn’t want to lose you to another employer by over-negotiating, so ask for what you want.

Let her worry about fighting for your first raise. That’s the job she signed up for.

[quicklime]

That’s a good point, and How to do this depends on the exact rules for handing out raises at the company. Where I work it’s better to hire someone at a lower level and promote them later - what I said earlier applies within a single pay grade and not between grades.