A smart employer won't nickel and dime you on salary, because they're optimizing for skills other than negotiating salary.
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Replying to @izs
If they ARE cagey about disclosing salary ladder, fixing the price high (and then conceding by letting it come down) is a good strategy
1 reply 2 retweets 9 likes -
Replying to @izs
The "double and come down" approach is especially good if you're currently underpaid. They might just say "Sure, we can do that"!
1 reply 2 retweets 18 likes -
Replying to @izs
Most people care about 2 things re salary: 1. Can I pay my bills? 2. Am I being treated fairly?
1 reply 5 retweets 17 likes -
Replying to @izs
From the employer side, the key concerns are: 1. Am I being ripped off? 2. Am I paying enough that this person is not a flight risk?
2 replies 3 retweets 15 likes -
Replying to @izs
Remember: a potential employer CANNOT verify your current pay rate. It's illegal for them to ask your current employer. So lie.
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Replying to @slightlylate
@slightlylate yeah, for non-executive salaries, those surveys are basically worthless, imo. They say a "senior dev" is $70k/year in CA. bs.1 reply 0 retweets 1 like -
Replying to @slightlylate
@izs: it sets up the false "well, the industry average is X, but we're willing to go as high as Y% more" argument.1 reply 0 retweets 0 likes
@izs: and pretty much everyone who has less than 5 years of experience thinks equity compensation is either a casino or a black box.
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Replying to @slightlylate
@izs: which, particularly for large companies, is a huge advantage in negotiation. Opacity drives wages lower.0 replies 0 retweets 1 likeThanks. Twitter will use this to make your timeline better. UndoUndo
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