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Hi!
We are looking for UX Designers (full time) with 3+ yrs of work experience, with strong portfolio- consisting good projects and case studies.
Our website: www.solitontech.com/
Interested candidates please mail your resume to thrisha.datla@solitontech.com or contact +91 7989584897 for further details.
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Not a hiring manager but my gf is. Depends on the agency, but usually if you push back, the hiring manager loops in finance or the CFO to see what’s possible. Sometimes there are hard limits on base salary, but they can offset with a signing bonus since that money comes from a different pool.
The hiring manager will go to bat for you harder if you’re a standout candidate or if the role’s been sitting open and bleeding money. If the agency is juggling a lot of open roles, though, your ask might be tougher since the budget has to stretch across future hires, relocation bonuses, and whatever those candidates negotiate.
Someone who’s actually in HR/Ops can correct me where I’m wrong here.
I’m a Director of Talent at an indie shop in LA. Art Director 1 is correct. It really depends on the agency’s process and definitely depends on the candidate. I tend to have insights around salary realities and will lean on the hiring manager for a pov and then we will present our case to finance for approvals. There’s a lot of things to consider, including pay equity among other employees - we are intentional about that and pretty transparent. Make sure you’re considering total compensation (eg benefits) - an agency that offers less base salary, but full medical/dental/vision - could in fact be a higher total comp for a company offering a higher base, but perhaps on 50% benefits coverage.
I’ve been working in house at big agencies for several years. In larger agencies, the actual hiring manager (the CD, GCD, ECD, etc) usually does not have insight into salary during the process. When a candidate negotiates for more salary, it needs to be approved by HR and Finance. Usually there is a goal within the set limit. Certain adjustments can be made based on the account and the seniority of the candidate coming in. Finance looks at the budget and the profitability of this hire to the agency. HR looks at internal equity. Sometimes there is also a compensation analyst in the mix. With how tight margins are these days, expect there to be another finance approval before your Recruiter can say yes to your salary ask and the offer goes out.