"Should I negotiate?" Answer: “Is water wet?” It's not often just sending a few emails can literally make you thousands of dollars. It’s worth a shot.
For anyone who stayed in the company during mass layoffs, how was the experience after staying?
The second question is, did you try to negotiate more money? When staying meant missing the exit package and potentially more work in the future. Is there a way to put the case forward for the compensation revisit?
I am a senior developer in my company for a long time and performing really well. I switched divisions in this new group about 3 years ago but my managers changed 2 years ago. I see there is a problem of visibility of my work to upper management and I realized my manager is not really helping me grow. I took many initiatives and lead the projects last year but there is politics and they are sort of blaming me that I am not performing well enough though these projects are very important to the success of the company.
On top of this, my compensation is way lower than industry and as well as across my company.. I asked a few friends across the company and it is 25-30k lower than theirs for the same level. I tried asking for a raise to my manager and my 2nd level manager(director) but my manager says that there is a budget every year in the 1st quarter and they allot it based on performance. My 2nd level (director) says my compensation is great and I am same as everyone else here. When I asked about my performance, I was told I am a solid and valuable performer but not outstanding and so you may get accordingly but no guarantees.
Last year there was a new senior director hired from outside of the company in our division and bringing many new processes and changes. The sr.director seems to understand the challenges and problems we face as a product and also the trying to change the way the people are held accountable. But since this person is new, they dont know my contributions in the past 3 years to this product. Many people with senior level titles who are paid more don't really perform at that level and it is seen..and people like me who perform well and paid less.
My question is - I dont think it is going to help if I talk again with my manager on this, but I definitely am under-paid and have to address this. So, is it OK for me to setup a meeting with the sr.director and share my contributions to this product, etc in the past years , and say I can bring in lot of value to this product in x, y, z areas and say I am underpaid and would you help with matching up at least to the company standards of 25k-30k more. I dont want my manager think I am skipping levels to talk to the sr.director. Also, the sr.director has the power to allot how much raises each person gets, and I think it will help me to talk directly to them, but I am not sure if that's ok to try that, any advise on how to navigate this is appreciated. Thank you!
I was fired from my previous company due to bad performance on the job. What to tell to potential recruiters about my employment status? Will letting them know that I don't have a job make them lose interest in pursuing with me? Will it reduce my ability when it comes to negotiating the salary/benefits later?
When an EM gives you the word that I'm willing to match the offer and the role. What should you ask the EM to make it official?
A revised offer letter or an appraisal letter, or something else?
I felt under-leveled and undervalued in my existing org so I interviewed in a top product company and landed an offer. Once I viewed the master class on Taro. I feel it's more than the compensation it's the team and leadership.
How do I politely deny the matched offer?
I am in the very fortunate position to be choosing among some great offers. My question is how to properly choose between
If comp were equal going to company (1) would be a no-brainer, but how much of a premium should I place on the brand of a company? Put another way, how can I place a number on things like exit option value, social/engineering prestige and so on.
I have five years of engineering experience. I joined a product-based company last year as an SDE - I, after six months of working in the organization. I felt that I qualify as an SDE - 2.
I cracked an engineering manager round, which is the final technical round in a different product-based company. On paper, it has more scale and value.
I need help navigating the compensation, which I have to discuss tomorrow.
Other folks on my team were prioritized for promotion over me, I was promised a comp adjustment in mid-cycle review and promotion at end of year. But this promotion would still not hit the compensation number I told them i'd need to stick around long term.
I Interviewed around, and got an offer above the compensation I was requesting from my current company, at the promoted level.
Seeing as I do enjoy where I work and what I work on, and money was the only issue (me not being valued where I thought I should be), is it worth listening to a counter offer? What should I consider? Should I share the numbers with my current company, or see if they can come up with the numbers to value me fairly?
I've had a lot of friends tell me that they didn't negotiate their offer, so I'm wondering whether it makes sense to negotiate. What are the costs of trying - Is it possible to lose anything if you try to negotiate and fail?
I know that it's in the company's best interest to lowball you: Is there a way to get around this without burning bridges? I'm wary of doing something like getting a counteroffer, since that feels very aggressive.
Adding on to this: Even though we're a startup, we do have a fairly defined career matrix. We have levels (junior, intermediate, senior, etc) and a performance review every 6 months where levels are reassessed and promotions/raise are given where appropriate. So that's a path that can be taken.