Coach
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It’s not that bad.
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Anonymous User
Additional Posts in Salary Negotiations
What is a good salary for a director in NY?
Hey! Any Google folks know if it’s possible to negotiate fully remote if a contract role is hybrid? Personally, I don’t want to relocate and go to the office on a contract role given the current economy. Plus, I’m assuming contractors are the first to go in layoffs. I just think it’s a fair trade off if I’d be allowed to work fully remote. I’m also trying to have flexibility to manage my Airbnb business in a different country. Same time zone as the home office if I’d travel weeks at a time.
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FYI this does not mean you get paid market or preferential value. It means you earn almost the same as your peers at your location plus or minus $1-$3k and that there is a differential based on the COL of where the office is. So the company could offer your role at $100k but the market for your role is $150k and they sell you in their benefits or brand that will help you advance when you leave. It also means it’s difficult to advance and when you do it’s 1-3% annually. So instead, the better question to ask is, what is included in total comp, what’s the range for your city, what’s the rate of increases, what does it include/when (annual review? Plus or excluding COL increase?), when are you eligible for your next review i.e. if you join now does it exclude you from 2025 increases so you have to wait 1.5 years?, what’s the process for promotions i.e. is it a rigid structure, is it as the 5 presents, hard work and KPISs?, how often can you be promoted, when can you transfer (lateral or promotion or different cities and states) to other departments in the company, if you transfer will you get a COL adjustment either up or down?
Pay transparency should be standard. But answering the other questions above openly is much harder and could scare a candidate away.
#1) What they are saying is negotiations are strictly off the table no matter what. Transparency is great, but setting a defined value no matter how much more that you can bring to the table over another candidate is not a good thing. It's a smoke and mirrors game giving you the false sense of even and level playing field but in reality saves the company itself a crap ton of money. #2) The only time no negotiations salary should be acceptable on an employees side is when it's union based and the union has already in advanced and will in the future negotiate on your behalf when their contract is up. #3) Depending on the state, they may legally be required to disclose that pay rate or pay scale to everyone, and their "Transparency" is one by force and not as honest as it seems. Trust me... if they could hide it again... they would.
I agree with #1 - this is how my company is structured too and it’s been very true from my experience
That is really awesome to hear. I wish that more companies would do that honestly. Hopefully you will get a job offer soon!
Coach
thank you!
This is very common at companies in certain European companies that are unionized. I miss it because I knew exactly where I stand and what growth potential I had and at what positions I should look at for my next move. Also helped me to then understand what experience or skills I needed to even get to that position.
Coach
100%. i think what was really cool was that the role that is advertised is actually below what the recruiter thinks i'm capable of and said they would have the opportunity to uplevel it for me. so i'm really hoping things progress.
Unless the company has an amazing BRAND that will “help you” as you advance in your career, I would pass. It sounds like a “union” shop and unions NEVER fight for the employees. Residence location is also a factor in a HCOL area you should get paid more to have “equal living wage power”….if one salary for ANY US city, I would pass.
Lastly, if you over achieve your targets (bring in a new client for a personal relationship, key to selling a massive engagement, etc), does the pay scale and bonus REWARD for this are do you get “the normal” increases? If flat for all, pass.