Related Posts
Those who read of Mayfield, KY, via Instagram there is a thought experiment being done where longform.org will be given a send-off as Roxanne Aalders will be working with Blurb via blurb.com/bookstore/c-blogs where examining where science and social studies education is often scarce. I have been a vendor with Barnes & Noble now off-n-on going on 11 years one of the places I do graphic design work with ended up getting Smashwords so those who are wanting to test the idea of being #published in print..
Conversation Starter
I’m addicted to Amazon
Additional Posts in Salary Negotiations
Any fellow overnight security guards in here
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
The range STARTS at more than you make? Are you due for a promotion soon?
As for the difference… It might come down to the client account having a higher budget. But i think you could talk to the talent acquisition lead on the role and ask. No harm in doing that.
Good time to negotiate then.
Mentor
You should certainly bring this new role up during your review, in an inquisitive rather than accusatory manner. There may be something about that role that you don't know and/or leadership hasn't connected the dots that you would be a good fit for those "new" role.
If it is simply a duplicate of your job coming in at a higher market rate, this is a good data point to have been brought into the discussion, as you might get a little better raise than you would have otherwise.
To set proper expectations, pretty much the only time a company will adjust to the new salary when there is a big increase is for retention. That means that you have to have another job lined up and be willing to bounce for the discussion to go there. This new ob posting is data, not leverage.
When looking for external applications, it's ALLWAYS going to have a higher pay incentive than what's been applied to internal applications or to the current workforce. It takes incentive to poach someone away from an employer. If you think you deserve making up that 15k salary difference your going to need to pivot your career plan to the modern corporate "onwards and upwards" strategy where you jump to a new employer every 24-48 months and not stay stagnant working for the same employer for 8 years.
Negative. You're already employed by them. HR for every company has crunched #s and the general concensus is that an employee isn't going to go through the potential outboard process (for some employers), then on board, and adjust to the new companies workload (often 6-13 months) without seeing at least a 15-25% salary bump. It's too much work to jump around compared to staying stagnant and riding the 1-5% salary adjustment every year so it's usually 24-48 months between position changes for most at best and often leads to career dead ends. Those who have goals and aspirations to climb must be aggressive and prepared to hop from employer to employer without risking like they can't hold down a job. For this, we use the 24-48 month cycle structure.
Mentor
Something I forgot to mention is that if this is a duplicate role at a higher starting salary, don't take it personally. Getting regular raises rarely if ever keeps up with the market, especially over linger periods of time. It's commonly stated that the best way to get a significant increase is by going elsewhere.
Ask for the difference