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I was able to get a 30 percent raise internally. The salary offer was 128k a yr. I asked for what their budget was on the job description, they told me the most they could go was 136k. I asked for 139k with my annual increase with a 15 percent bonus. They met me at the top of the mark because I had brought in 1.7million last year and run the companies erg as a volunteer. The biggest increases go the biggest contributors. Can't expect top dollar for little contribution.
Coach
You’re one of the smart ones. I look at our PMs and thank the Lord I ain’t in their position. Lol I can’t keep it straight. Would love to learn to one day maybe though. I’ve heard PM experience is great to have!!!
I often look for if they have potential to grow beyond that position, work history, and how well they can leverage their experience(s), COL breakdown, ect to determine where they fall between our initial offer and their counteroffer. If the candidate is extremely well versed and articulate and can put together a compelling argument, it's highly likely they have serious growth potential and more valuable than the initial offer. Unfortunately, payroll budgets do have to be a serious factor in the equation. I can walk away convinced a candidate is worth 500% of the salary, but if I only have a budget allowing a max of 15-20% over salary, there's nothing I can do.
Coach
It’s sad! But, I can understand it.
One of the things I find ties my hands is the range that I am given as a hiring manager. For example, I had a good candidate who I wanted to offer to and I gave her an offer in the middle of the range, she came back and negotiated for the very top of the range. She didn’t know the range, she just happened to pitch for the top of the range. That gave me pause because it meant in the future I wouldn’t be able to give her significant pay rises if she were to do exceptionally well. Being at the top of that range would stifle her in the future and I didn’t want to put either her or myself into that situation. if she had came back, and asked me for the range, I would’ve them been open to have had a more detailed conversation with her. But I find it’s a very tricky situation, it all depends on how your company benchmarks ranges.
Coach
CX31, my salary range isn’t quite as spot on. But, I’ll have to check again.
It depends. I advertise a nonprofit job and posted the salary as firm as the salary was set in the grant contract by the funder. There was no wiggle room as the grant only pays that specific amount. When I offered the job to the top candidate, she countered for more money. I explained that the pay was in the ad as firm due to the grant budget. She complained that she made substantially more in her prior job before she was laidoff and stated, "unless you can pay more, I have to turn down your offer." I wished her the best in her continued job search and hired the runner up. Two months later when her UE benefits ended, she kept calling saying she would now take the job. But it was too late as I already had hired someone else.
As a contract job, I would think that would be something she would’ve been aware of before she asked for more money. I understand that there are companies or nonprofits that have a set amount that they can pay however, by just stating that set amount instead of a salary range up to that amount they are essentially losing out on 50% of qualified candidates. It just doesn’t make sense to me.