Acceptable answers to which include: “Well clearly you didn’t put this team of high performing people together by luck, so let’s table the negotiation for the moment and talk about whether this is a good fit, and if it is we will find a mutually acceptable number.”https://twitter.com/FiloSottile/status/1070099435085066241 …
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Replying to @patio11
We actually don’t negotiate salaries. We have standardized salaries based on Radford data. We are up front about it from the very first phone screen. This ensures that we pay each of our team members fairly, not less because they didn’t know to negotiate.
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Replying to @nathanbarry @patio11
It also ensures we don’t have salary differences based on gender as women statistically tend to be less likely to negotiate an offer.
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Replying to @nathanbarry @patio11
It’s taken us about a year to adopt this model (with plenty of small improvements along the way), but our team has loved it so far.
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Replying to @nathanbarry @patio11
It's a great model, but to deny any potential asymmetry is also leaving talent on the table. Some talent will demand their price, and you'll either have to play ball or stick 100% to your model. Most Comp models work for a year or two max, which is pretty good.
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Replying to @zachtratar @patio11
Yep, we've had candidates say that doesn't work for them & it ends the conversation. No one I've been too sad about losing, but it happens. But it also happens when you negotiate salaries. As we get more revenue per employee we will continue to raise target a higher percentile.
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Replying to @nathanbarry @patio11
It's a wonderful system when a company can afford to pay in the higher percentiles. Few companies do this well. It's a terrible system for employees when companies pay below market. The majority of companies do this - they hide behind their system and exploit loyalty.
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Replying to @zachtratar @patio11
Why is it a terrible system for employees even when companies can't afford higher rates? The scale is open for the team to see. This way they know exactly what they are being paid in relation to co-workers.
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Do you publicly post/include those rates in job ads as well?
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