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I have an interview for a TPM role at Apple where we will explore “how I have worked cross functionally with ‘highly technical teams’”. Beyond this, is there any advice on the minds of experiences and examples that align with Apple's values?
I have been a cross-functional people manager who collaborated with technical teams in the past though I wouldn’t describe myself as technical through any sort of training.
Tbh only 10% from SF to Idaho is still a wildly high paycheck
^ yup exactly. You can buy a lot more in Idaho and you’re likely getting paid much more than any local job would offer.
Reality check is coming for a lot of employees who fled HCOL permanently.
I moved from SF to Boulder, CO and my company docked me 15%. Idaho would have been a 20% dock.
I work in the salary/recruiting space and the general discussion is this: is a company buying your time or your work? If they buy your time then a pay cut to reflect a cost of living adjustment makes sense, as your time is less expensive in a less expensive place. If they buy your work, then a company should pay you the same no matter where you work or what your COL is. Honestly I am not sure which answer is correct, and would love to hear people’s thoughts.
When I hired someone out of state we offered market rate for THAT state. when the employee moved to CA, then we adjusted for COL. this was negotiated upon hiring.
On the flip side, I had someone working in LCOL who moved to even Lower COL market. This person’s salary was not lowered.
right or wrong? Who knows but I think companies are incentivized to adjust for COL to cut costs.
This is super common now. If you think you can get a job that pays more in Idaho, change jobs. Otherwise I think this is the new normal.
To be fair it goes the other way as well, roles in HCOL areas will always pay more than the same role elsewhere,
That’s a standard practice - one of our c-suite leaders moved from SF to a LCOL city and their salary was adjusted. They are getting the market rate for their state.