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Anyone recently received a tax manager offer from EY ? I’m going through final interviews and want to see what your experience was like (negotiation process, initial offer higher/lower than expected?, did you give them a salary expectation range? How long did it take from final interview to offer etc) TIA!PwC EY KPMG Deloitte
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Feeling grateful today. 🥺
People waiting for weekend.😀
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Be active on linked in and follow up with applications because we are all burnt out from applying and not getting any responses.
Flexibility (ability to shift hours, wfh, remote, etc), one-time bonuses (either referral or sign on), and additional benefits (more time off, increased healthcare coverage, started at a more tenured level).
Short answer - if you can’t afford the talent you won’t get the talent. Realistically, you have to take a shot on younger, less proven but high potential candidates and hope they grow into what you need.
I would change this answer from “hope they grow” to “help them grow….”
If you can’t compete with pay, you can’t compete with the talent. I’m sorry, but there’s not a single human being who would still work if they didn’t need the money.
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You have to just accept mediocre talent. Like, think about it. There’s really no reason for people with a high level of skills and education and several years of experience to work for low pay. Why settle for less when you qualify for more? If you can’t compete, you can’t compete 🤷♀️. You have to just accept it. And I would tell the people who are expecting you to work miracles this same exact thing.
Right? They want filet mignon on a dollar general budget and that's on them for being irrational and unreasonable, not on any hiring manager with no budgetary control or candidates who won't accept abysmal pay.
Start taking those turned down offers to your leadership and present what percentage of offers are turned down due to low pay and what the cost is in terms of that position remaining unfilled. Compound this with data on what your competitors are offering for similar roles. If they still say no well then you now have solid proof you work for clowns and should also be trying to leave. It's just bad business to not be willing to pay a fair market value for what the job entails. No one wants to subsidize a corporation by working for less than their market value, and won't do it if they can help it.
If you can’t compete in pay in this market, maybe you need to find the new job?
You get what you pay for.
I don’t believe that the right candidate is not in your file of resumes right now. I believe there’s a possibility you are overlooking someone who may resemble me.
I am professional who got laid off in his 50s. I knew the market would not be scrambling to throw offers my way and I had to come to the realization that ageism is real.
So when I did find a position , I did take a pay cut because I had a family to feed and a mortgage to pay.
I didn’t completely “settle” when I took this job either. There were benefits I took advantage of. After your first year, they cover college tuition. So I took my 50+ year old self back to school and got a masters degree on on their dime. That allowed me to teach college courses part time. Granted, I am now working two jobs, but I am also earning a little more than I used to.
So if you can’t offer the big salaries, can you offer benefits? Can you offer a work environment that’s not toxic? I have to believe there some seasoned professionals who have applied. Are you willing to talk to them?
God willing, I’ll hopefully retire from this place. While I’m here, I’m helping to grow this company by bringing in over 30 years of experience.
Someone here mentioned training and I cannot agree more. You will have to find unproven talent and commit to teaching/mentoring them. People want folks w/ experience because almost all industries don’t want to spend time doing any training.
This has to be communicated well and you need to be invested in putting together some basic infrastructure within your department to train: act as though this were your family member you are hiring (show ins and out). I think at the end anyone going thru there with the skills they needed based on your efforts will keep you in high regard for their professional career.
Absolutely; if you're not willing and/or able to pay for top talent, be willing to invest in training someone who has the basis but maybe needs refinement. It's astonishing how many businesses now are not only overlooking great candidates who don't meet every ridiculous bit of criteria, but often turn away people who EXCEED all criteria and yet those jobs are still posted months later (so either they were ghost jobs in the first place – red flag – or they have an incompetent team and/or system for hiring – also a red flag).
You need to have a very upfront conversation with the budget holders.
They can either reduce their expectations of what they want the role to be, invest more money in training people to become the quality they need, or pay a reasonable amount for what they want.
Sometimes they just need to be shown what other companies are paying for the same role.
Remote
Good Healthcare Benefits
Employee Ownership (not options; co-op, grants)
Profit Sharing
TRANSPARENCY
HighEQ leaders
Mobility within the org
Training & Development
Unlimited PTO and leadership who model the benefit
Cap CEO comp at 10x the average non executive pay
More time off or compressed hours (so 5 days into 4)?
Maybe remote working for someone living in a lower cost location.
What about a more experienced person close to retirement who just wants to have a glidepath to retirement and not looking for loads of promotions?
Offer 4 day workweeks, unltd PTO.
Follow up with applications and set up conversations with these candidates. You never know - while I’m highly motivated by pay, if a firm with other positive qualities like good leadership, community/ good teams, etc. came along for a pay cut, I would consider it.