I always recommend this article: https://www.kalzumeus.com/2012/01/23/salary-negotiation/
I think this topic is super important and I’m really glad I didn’t follow advice of saying your “expected salary or expected +20%”. Here my anecdotal SWE salary history:
Worked at a startup for a bunch of years making 90k by the end
Got offered a place at FAANG. Recruiter pushed me a little bit on expected salary but I didn’t give one using all the approached from the linked article. They offered me 250k. I would have never ever assumed that I can be payed this much.
Instead of accepting I again followed the advice and asked for time to think. I had no counter offers but spoke to the recruiter thanked them for the offer and asked if there’s room for improvement. And they were nice and reasonable, they said yes if there are counter offers or you are leaving unvested stock behind. I was leaving unvested stock in an unprofitable startup, but I wrote the amount and vesting schedule and got offer bumped by 25k.
After working there I considered going to trading shop. Used the same approach and they offered 400k. Again this number seemed insane at the time. So I asked for more, this time I had much lower counter offer. But I could use it as some form of leverage. They upped the offer by 150k by the end (this is sign on+ salary+guaranteed first year bonus).
I am writing this not to show off the numbers, but to show other engineers that your idea of how much you should be payed could be completely wrong. Let the employer give information first and don’t back yourself into the corner by revealing your ignorance of market or minimum comp you are willing to take.
This just seems incredible to me, to the point where I almost can't believe it. Throughout my 25+ year career, I've 1. never been positively surprised by the number I got, and 2. never had a company increase from their starting offer. It's always very close (within ~10-20%) to what I'm already expecting, plus "Take it or leave it. There's a line of 50 behind you willing to take that compensation." What are the exact mystical words you are saying to get these kind of results? Not that it really matters at this point. I'm pretty much at the tail end of my career and making a small fraction of the numbers you're posting.
> to show other engineers that your idea of how much you should be payed could be completely wrong.
Defintiely could be. But not in this economy. I'll take what I can get.
But in general, it really is a matter of knowing your worth and what they could pay. IF you have a certain noteriety in a community of a domain and you get an offer, understand how much leverage you have vs. yet another front end web dev. Let alone 99% of students out of college.
Similar: My first job out of college was ~a year after the Great Recession, so everything I looked at said to expect ~$35k starting salary. Maybe I could've asked for $40k if I'd followed salary negotiation advice. Instead I didn't volunteer anything and the first offer I got was $50k.
I’ve had similar excited experiences. On one FAANG offer in 2020, I asked for time to think, as you mention. I already had awareness of pay bands and an idea of the range for this particular role from levels.fyi.
When I came back to the recruiter, I asked how much room she had to negotiate, and asked if she could put me “in the middle of the band”. She immediately said yes and it resulted in a bump of $75k/yr or so.
The thing to remember is that recruiters key metrics are about hires. They desperately want to get people in the door, especially after going through all of the effort to schedule interviews. They will happily help you out within reason.
I've talked to several recruiters and HR people who were prepared for quite a different answer than I gave to this question.
I got the feeling that several interviews were carried out afterwards out of politeness or because the recruiter "had to" do it, but the interview ended before it began. Than, there's either ghosting or almost immediate (like up to an hour past the interview) copy-paste email along the lines of "we decided to go with another candidate".
A few recruiters however were open that they've checked the salary for similar position in my country's capital city (Warsaw) and it's much lower than what I'm asking. Pointing out 20+ years of experience and listing accomplishments seems less important for a lot of businesses, than paying as little as possible.
I got a few links to these "check salary for [level] [position] in [city]" websites from recruiters. All these seem to be crafted in a way that undervalues employees by artificially lowering country-wide salaries to ridiculous levels.
>Pointing out 20+ years of experience and listing accomplishments seems less important for a lot of businesses, than paying as little as possible.
If paying as little as possible wasn't that important to them, they wouldn't be hiring in Warsaw in the first place, but in the Bay Area, Seattle, Zurich, London, Sydney, etc
Unless you end up with someone like me who has a budget and always pays the max.
I usually ask "what do you expect to be paid" to understand if I'll make them happy or sad when discussing what I'll actually offer.
This is not foolproof and has caused some issues with people coming in as very good negotiators and thinking my inability to budge is because I'm being hard-line, when in reality it's because- as mentioned, I always offered the max for a role.
The second issue is that not all people are equivalently valuable, but I think solving that in the salary is terrible, because salary should cover your compensation for responsibility. If you have to reward someone valuable then it should probably be via bonus' imo.
I think salary + performance bonus is generally a good way to go. I've only had one job that did that. The base salary wasn't remarkable but there was a bonus that had a component that was calculated based on the overall performance of the company that year, and a component that recognized individual performance. So everyone got a bonus, but high performers got more.
You used to see bonus compensation in most financial companies. I'm not sure if that's still the case.
This whole game is so stupid to me. It really feels like the employer is trying to screw over the potential employee before they’ve even joined.
My default answer to these questions is now “what’s your budget?” And if they return with a non answer, or try and push me to give a number without giving one themselves, I walk.
I can’t think of anywhere else where the seller (in this case the employer “selling” a position) of something hides the price and expects the buyer (the potential employee) to magically come up with number that meets their criteria.
> It really feels like the employer is trying to screw over the potential employee before they’ve even joined.
I mean, on the flip side, the employee wants to get as much salary as possible. You say this is a "dumb game" that we've developed, but nearly all negotiations work this way, and a lot of it is fundamentally dependent on leverage: how much does the company really want to hire the person, and how much does the person need the job.
I will say, having hired a lot of software engineers in my time, that I never see it as a bad thing if a potential employee gives a very high number. Similarly, I think it's totally reasonable for an employee to ask "what's the salary range for this position" and to expect an honest answer. But I have seen employees "negotiate themselves out of a job" because they've read too many "principles of negotiating" books and somehow act like we're negotiating over the end to the Ukraine War. Basically, if folks are going to be a total pain in the ass before the job has even started, I'm pretty sure I don't want to work with you (and every single time I've "overridden my gut" and thought "well, maybe this person won't be so bad, after all they're great technically", I e come to regret it). As you point out, the employee is obviously free to walk as well - in my opinion, it's probably better for everyone if things reach a "hmm, someone is going to be unhappy with this decision" moment that folks walk away.
It's a dumb game, sure. But I'd say it arises from opposing incentives, not necessarily from a real desire on the company's part to screw you over.
How important is feeling "not screwed over" at the beginning of an employment important for you? Does it trump a great work environment and interesting things to work on? How sure are you that your subjective feelings during negotiations match how the employer actually is objectively?
It would seem intuitively obvious that there must be correlations between being screwed over in the beginning and then having a bad experience later on during the actual job as well. But I'm personally wary of blindly following intuitions in matters that relate to money.
Being able to just "walk away" from decidedly some of the highest paying jobs in the world (irrespective of the feeling of being low balled) is a privilege too.
Anyway, in my own personal experience, I was screwed over during the offer phase of a previous job, and the job was not great either - terrible wlb and politics, but I did learn a lot and became very efficient at my work. As a bonus I stopped caring about my work outside of being necessary for paying my bills, while still maintaining decently high quality output.
I had the opposite experience with my latest job - the recruiter was professional and empathetic, and I had a great offer experience. The job itself is great as well.
So yeah, maybe there are correlations, but I'm still just one data point and so I'm not keen to generalize yet.
- the candidate has a range of salary they expect or need
- the company has a range of salaries that they can pay
If these don't overlap there's no point going forward unless the range of the company is higher.
If these do overlap, it's worthwhile proceeding. Then it's a matter of skill. If you apply and ask for the top range in my salary band, and you are truly exceptional, I'll do my best to match it. But the ask needs to be commensurate to the skills you demonstrate in the interviews. The higher the ask, the stricter the criteria to match.
If you get to the end of the process without disclosing the salary, and you pass all interviews, I'll offer you for what I think you are worth. If you have an ask and did not disclose it, you might have just wasted everybody's time.
Believe it or not, negotiating a salary higher than your worth is a terrible idea. It might sound good, but it sets you up for failure.
Nothing is more insulting to someone than knowing in advance that their expectations are far beyond your own, putting them through hours of interviews, then offering half the salary they asked for plus funny money equity.
I try to be as up front as possible with my expectations, but I've also got the seniority / experience to match what I'm asking for. Yet, people still try to low ball me as if I'm making up numbers.
I made the mistake once of taking a job after they low balled me, then met my asking salary after I flatly said no.
If you ask for a specific number or a range, and they offer you below that range, just walk away. Even if they come back with what you wanted, they'll resent your salary and have inflated expectations above reality. They've already demonstrated they didn't take you seriously. Just walk away.
Stacey Vanek Smith wrote "Machiavelli for Women". She said in radio interviews about the book that she wanted to put in the book the suggestion that if an interviewer asks what you make, an interviewee should reply with the real value plus 10%. Apparently legal people at her publisher did not allow her to put this in the book.
I think it's reasonable to ask what an interviewee expects to make, but not reasonable to ask what an interviewee makes now.
Bad idea to lie when there are other equally valid negotiation tactics available.
I had a job early in my career and they asked to see my W2 from my previous employer to validate that my previous job income answer was correct and finish onboarding.
Much better to instead have a second competing job offer in hand. Clearly that’s more competitive than your old job you’re leaving anyway.
That's fascinating, I wonder why that suggestion would be any more dangeous than any other advice. Too bad she didn't just put in a footnote describing why she can't suggest asking for 10% more.
In general, vertical movement in the tech sector is near zero these days. Thus do a search on the government published wage ranges for the mean/maximum listed for your region (this is what HR does anyway.)
The mistake people make is forgetting to sum up the liabilities of working at some firms:
1. Commute time/costs from home at rush hour (3 hours a day is equivalent to a 30% to 40% pay cut)
2. Cost of both temporary and permanent housing (urban metropolis are economically hostile if you are paying over 27% of your income on your home)
3. Cost of insurance and healthcare (property crime, environmental disasters, and pollution)
4. Location specific risks like Crime/Violence, or Hazmat (money is meaningless if you are not enjoying life)
5. Never bluff in game theory... just explain the options... than follow through and just leave for the competition.
Tip: If you compete with desperate demographics to be at the bottom, than your quality of life may be far lower than expected.
Sometimes taking a $10k income cut makes more sense, than being a poser in a high tax bracket city. i.e. the amount of cash in your hands after taxes can actually be higher.
It is complicated for sure, but employee retention is usually a function of location, skill uniqueness, and wage rates. Best of luck =3
Huh? Thousands of people are promoted every year in the big tech companies into seven figure positions. And many many tens of thousand into mid six figure positions.
I tell recruiters what I want to make from the beginning (my first reply to them on LinkedIn or wherever they reach out) yet say that's what I'm making now ..how competitive is this opportunity?
Either they can match or increase it. If they can the conversation continues and the pay is set in stone never to be discussed again thru all interview processes.
Third-Party Recruiters are actually great, they're super expensive for the company who you hire through, but they're the only people motivated to make sure it's a good fit and are neutral on it.
You'd expect that they would be incentivised to place you somewhere bad so that you're a repeat customer, but there's something that seems to make this not true, perhaps reputation?
In certain jurisdictions, it's actually against the law for employers to ask you for your current salary during the interview process (pre-offer), as that can perpetuate wage discrimination. (This is different from asking about salary expectations.)
(The relevant laws in DC, NC, PA, VA only apply to local government, and AL's law is somewhat weaker in that it only prohibits rejecting a candidate based on not providing salary history.)
Notably, many of these laws are worded as a prohibition on seeking salary history, and do not differentiate between asking the candidate directly and querying third-party databases like The Work Number.
if submissions like these make you feel like a loser. i'm in germany and make 65k. and yet i can still look myself in the eyes in front of the mirror every morning. so, don't let this drag you down.
Before I've even had an interview, I have an acceptable salary range in mind. I usually ask for the top end of that range and have room to negotiate down, so when I'm asked that question, I have an answer at the ready.
The other is that I never reveal my past salary. Revealing it is a trap in so many different ways, and it's none of their business.
One of the places I applied to had a required field with salary expectation. I almost backed out of the whole process.
I don’t think it was an accident that it was the very last field in the submission process. I forgot to write down which one it was in my notes. So that’s less data I’ll have if they call me back.
The real important question is the subsequent one:
— What are your salary expectations?
— $X
— Ok! That means if we propose Y, would you envision it?
— Yeah, maybe, because I’m out of choice / No because I already have an offer at $X-1.
Source: I’m hiring (and yes, Y enters into consideration because most candidates overestimate their skills, but I always go for X if the candidate is as expected).
In reality most candidate are just bad at estimating their own skills (in both directions) and of course they know almost nothing about the match between the skills and the position.
I don’t negotiate. If I’m already working and looking for a job because I want more money, I know my market value and the percentage increase it would need to be for me to leave.
I’m also at the point in my life where I know the amount of money I need to meet my short term and long term goals- pay bills, travel extensively with my wife and save for retirement. But after that I start optimizing for other things - fully remote, enough paid time off to enjoy travel, smaller company (I’ll never work for BigTech company again), interesting work that keeps me up to date with technology, etc.
[+] [-] goldeneye13_|1 year ago|reply
Worked at a startup for a bunch of years making 90k by the end
Got offered a place at FAANG. Recruiter pushed me a little bit on expected salary but I didn’t give one using all the approached from the linked article. They offered me 250k. I would have never ever assumed that I can be payed this much. Instead of accepting I again followed the advice and asked for time to think. I had no counter offers but spoke to the recruiter thanked them for the offer and asked if there’s room for improvement. And they were nice and reasonable, they said yes if there are counter offers or you are leaving unvested stock behind. I was leaving unvested stock in an unprofitable startup, but I wrote the amount and vesting schedule and got offer bumped by 25k.
After working there I considered going to trading shop. Used the same approach and they offered 400k. Again this number seemed insane at the time. So I asked for more, this time I had much lower counter offer. But I could use it as some form of leverage. They upped the offer by 150k by the end (this is sign on+ salary+guaranteed first year bonus).
I am writing this not to show off the numbers, but to show other engineers that your idea of how much you should be payed could be completely wrong. Let the employer give information first and don’t back yourself into the corner by revealing your ignorance of market or minimum comp you are willing to take.
[+] [-] ryandrake|1 year ago|reply
[+] [-] chamomeal|1 year ago|reply
What kind of work experience would you say was most valuable in climbing that ladder? Open source stuff? Anything you could show off?
[+] [-] johnnyanmac|1 year ago|reply
Defintiely could be. But not in this economy. I'll take what I can get.
But in general, it really is a matter of knowing your worth and what they could pay. IF you have a certain noteriety in a community of a domain and you get an offer, understand how much leverage you have vs. yet another front end web dev. Let alone 99% of students out of college.
[+] [-] ewuhic|1 year ago|reply
[+] [-] throwaway123467|1 year ago|reply
[+] [-] x2tyfi|1 year ago|reply
When I came back to the recruiter, I asked how much room she had to negotiate, and asked if she could put me “in the middle of the band”. She immediately said yes and it resulted in a bump of $75k/yr or so.
The thing to remember is that recruiters key metrics are about hires. They desperately want to get people in the door, especially after going through all of the effort to schedule interviews. They will happily help you out within reason.
[+] [-] btwitch|1 year ago|reply
[+] [-] voytec|1 year ago|reply
I got the feeling that several interviews were carried out afterwards out of politeness or because the recruiter "had to" do it, but the interview ended before it began. Than, there's either ghosting or almost immediate (like up to an hour past the interview) copy-paste email along the lines of "we decided to go with another candidate".
A few recruiters however were open that they've checked the salary for similar position in my country's capital city (Warsaw) and it's much lower than what I'm asking. Pointing out 20+ years of experience and listing accomplishments seems less important for a lot of businesses, than paying as little as possible.
I got a few links to these "check salary for [level] [position] in [city]" websites from recruiters. All these seem to be crafted in a way that undervalues employees by artificially lowering country-wide salaries to ridiculous levels.
[+] [-] FirmwareBurner|1 year ago|reply
If paying as little as possible wasn't that important to them, they wouldn't be hiring in Warsaw in the first place, but in the Bay Area, Seattle, Zurich, London, Sydney, etc
[+] [-] akomtu|1 year ago|reply
[+] [-] dijit|1 year ago|reply
I usually ask "what do you expect to be paid" to understand if I'll make them happy or sad when discussing what I'll actually offer.
This is not foolproof and has caused some issues with people coming in as very good negotiators and thinking my inability to budge is because I'm being hard-line, when in reality it's because- as mentioned, I always offered the max for a role.
The second issue is that not all people are equivalently valuable, but I think solving that in the salary is terrible, because salary should cover your compensation for responsibility. If you have to reward someone valuable then it should probably be via bonus' imo.
[+] [-] Fargren|1 year ago|reply
Why don't you disclose the value to the candidate then, rather than asking what's their expectation?
[+] [-] the_gipsy|1 year ago|reply
[+] [-] SoftTalker|1 year ago|reply
You used to see bonus compensation in most financial companies. I'm not sure if that's still the case.
[+] [-] StableAlkyne|1 year ago|reply
That, and it should be individual, instead of the "based on how the company performed" thing many do.
A star engineer who overhauls cuts your server costs in half shouldn't get dinged because someone in sales couldn't be effective
[+] [-] lethologica|1 year ago|reply
My default answer to these questions is now “what’s your budget?” And if they return with a non answer, or try and push me to give a number without giving one themselves, I walk.
I can’t think of anywhere else where the seller (in this case the employer “selling” a position) of something hides the price and expects the buyer (the potential employee) to magically come up with number that meets their criteria.
What a dumb game we’ve developed for ourselves.
[+] [-] hn_throwaway_99|1 year ago|reply
I mean, on the flip side, the employee wants to get as much salary as possible. You say this is a "dumb game" that we've developed, but nearly all negotiations work this way, and a lot of it is fundamentally dependent on leverage: how much does the company really want to hire the person, and how much does the person need the job.
I will say, having hired a lot of software engineers in my time, that I never see it as a bad thing if a potential employee gives a very high number. Similarly, I think it's totally reasonable for an employee to ask "what's the salary range for this position" and to expect an honest answer. But I have seen employees "negotiate themselves out of a job" because they've read too many "principles of negotiating" books and somehow act like we're negotiating over the end to the Ukraine War. Basically, if folks are going to be a total pain in the ass before the job has even started, I'm pretty sure I don't want to work with you (and every single time I've "overridden my gut" and thought "well, maybe this person won't be so bad, after all they're great technically", I e come to regret it). As you point out, the employee is obviously free to walk as well - in my opinion, it's probably better for everyone if things reach a "hmm, someone is going to be unhappy with this decision" moment that folks walk away.
[+] [-] musicale|1 year ago|reply
Oh, you noticed.
[+] [-] aster0id|1 year ago|reply
How important is feeling "not screwed over" at the beginning of an employment important for you? Does it trump a great work environment and interesting things to work on? How sure are you that your subjective feelings during negotiations match how the employer actually is objectively?
It would seem intuitively obvious that there must be correlations between being screwed over in the beginning and then having a bad experience later on during the actual job as well. But I'm personally wary of blindly following intuitions in matters that relate to money.
Being able to just "walk away" from decidedly some of the highest paying jobs in the world (irrespective of the feeling of being low balled) is a privilege too.
Anyway, in my own personal experience, I was screwed over during the offer phase of a previous job, and the job was not great either - terrible wlb and politics, but I did learn a lot and became very efficient at my work. As a bonus I stopped caring about my work outside of being necessary for paying my bills, while still maintaining decently high quality output.
I had the opposite experience with my latest job - the recruiter was professional and empathetic, and I had a great offer experience. The job itself is great as well.
So yeah, maybe there are correlations, but I'm still just one data point and so I'm not keen to generalize yet.
[+] [-] sklivvz1971|1 year ago|reply
- the candidate has a range of salary they expect or need
- the company has a range of salaries that they can pay
If these don't overlap there's no point going forward unless the range of the company is higher.
If these do overlap, it's worthwhile proceeding. Then it's a matter of skill. If you apply and ask for the top range in my salary band, and you are truly exceptional, I'll do my best to match it. But the ask needs to be commensurate to the skills you demonstrate in the interviews. The higher the ask, the stricter the criteria to match.
If you get to the end of the process without disclosing the salary, and you pass all interviews, I'll offer you for what I think you are worth. If you have an ask and did not disclose it, you might have just wasted everybody's time.
Believe it or not, negotiating a salary higher than your worth is a terrible idea. It might sound good, but it sets you up for failure.
[+] [-] zdragnar|1 year ago|reply
I try to be as up front as possible with my expectations, but I've also got the seniority / experience to match what I'm asking for. Yet, people still try to low ball me as if I'm making up numbers.
I made the mistake once of taking a job after they low balled me, then met my asking salary after I flatly said no.
If you ask for a specific number or a range, and they offer you below that range, just walk away. Even if they come back with what you wanted, they'll resent your salary and have inflated expectations above reality. They've already demonstrated they didn't take you seriously. Just walk away.
[+] [-] slwvx|1 year ago|reply
I think it's reasonable to ask what an interviewee expects to make, but not reasonable to ask what an interviewee makes now.
[+] [-] ripped_britches|1 year ago|reply
I had a job early in my career and they asked to see my W2 from my previous employer to validate that my previous job income answer was correct and finish onboarding.
Much better to instead have a second competing job offer in hand. Clearly that’s more competitive than your old job you’re leaving anyway.
[+] [-] romanows|1 year ago|reply
[+] [-] Joel_Mckay|1 year ago|reply
The mistake people make is forgetting to sum up the liabilities of working at some firms:
1. Commute time/costs from home at rush hour (3 hours a day is equivalent to a 30% to 40% pay cut)
2. Cost of both temporary and permanent housing (urban metropolis are economically hostile if you are paying over 27% of your income on your home)
3. Cost of insurance and healthcare (property crime, environmental disasters, and pollution)
4. Location specific risks like Crime/Violence, or Hazmat (money is meaningless if you are not enjoying life)
5. Never bluff in game theory... just explain the options... than follow through and just leave for the competition.
Tip: If you compete with desperate demographics to be at the bottom, than your quality of life may be far lower than expected.
Sometimes taking a $10k income cut makes more sense, than being a poser in a high tax bracket city. i.e. the amount of cash in your hands after taxes can actually be higher.
It is complicated for sure, but employee retention is usually a function of location, skill uniqueness, and wage rates. Best of luck =3
[+] [-] MichaelZuo|1 year ago|reply
How is that ‘near zero’?
[+] [-] wrs|1 year ago|reply
[+] [-] throwaway8754aw|1 year ago|reply
Either they can match or increase it. If they can the conversation continues and the pay is set in stone never to be discussed again thru all interview processes.
[+] [-] dijit|1 year ago|reply
You'd expect that they would be incentivised to place you somewhere bad so that you're a repeat customer, but there's something that seems to make this not true, perhaps reputation?
[+] [-] vitus|1 year ago|reply
In certain jurisdictions, it's actually against the law for employers to ask you for your current salary during the interview process (pre-offer), as that can perpetuate wage discrimination. (This is different from asking about salary expectations.)
It looks like 17 US states have a ban that applies to all employers: https://www.hrdive.com/news/salary-history-ban-states-list/5...
(The relevant laws in DC, NC, PA, VA only apply to local government, and AL's law is somewhat weaker in that it only prohibits rejecting a candidate based on not providing salary history.)
Notably, many of these laws are worded as a prohibition on seeking salary history, and do not differentiate between asking the candidate directly and querying third-party databases like The Work Number.
[+] [-] Apreche|1 year ago|reply
I tell them I live in NYC, and with my current compensation I can comfortably afford the preposterous rent.
[+] [-] Uehreka|1 year ago|reply
[+] [-] 2-3-7-43-1807|1 year ago|reply
[+] [-] comprev|1 year ago|reply
There's absolutely no reason to feel like a loser on €65k.
In tech it's easy to forget just how lucky we are with salaries.
[+] [-] XajniN|1 year ago|reply
[+] [-] bitfilped|1 year ago|reply
[+] [-] JohnFen|1 year ago|reply
Before I've even had an interview, I have an acceptable salary range in mind. I usually ask for the top end of that range and have room to negotiate down, so when I'm asked that question, I have an answer at the ready.
The other is that I never reveal my past salary. Revealing it is a trap in so many different ways, and it's none of their business.
[+] [-] hinkley|1 year ago|reply
I don’t think it was an accident that it was the very last field in the submission process. I forgot to write down which one it was in my notes. So that’s less data I’ll have if they call me back.
[+] [-] em-bee|1 year ago|reply
[+] [-] KingOfCoders|1 year ago|reply
[+] [-] gilbetron|1 year ago|reply
"If you offer 2*X I'm definitely in, I would have to do some soul searching if it is less than X, though."
[+] [-] 1oooqooq|1 year ago|reply
what job post today doesn't include salary range?!
[+] [-] sentientslug|1 year ago|reply
[+] [-] eastbound|1 year ago|reply
— What are your salary expectations?
— $X
— Ok! That means if we propose Y, would you envision it?
— Yeah, maybe, because I’m out of choice / No because I already have an offer at $X-1.
Source: I’m hiring (and yes, Y enters into consideration because most candidates overestimate their skills, but I always go for X if the candidate is as expected).
[+] [-] sklivvz1971|1 year ago|reply
In reality most candidate are just bad at estimating their own skills (in both directions) and of course they know almost nothing about the match between the skills and the position.
[+] [-] scarface_74|1 year ago|reply
I’m also at the point in my life where I know the amount of money I need to meet my short term and long term goals- pay bills, travel extensively with my wife and save for retirement. But after that I start optimizing for other things - fully remote, enough paid time off to enjoy travel, smaller company (I’ll never work for BigTech company again), interesting work that keeps me up to date with technology, etc.