Hi all, need 11 likes to enable DM's.
Conversation Starter
Any other R9T riders? Love this thing
Conversation Starter
Rising Star
Iâm in between projects. I have been for a while now. So if anyone is looking for a freelance copy and u/x writer, put me in coach! Iâm available to work.
Check out my portfolio and let me know if weâre a good profit match.
https://www.clippings.me/contentetc
Iâm also open to feedback on my portfolio. Thanks!
Daphne
Filed under: Frameworks
Can I get 15 likes so I can DM please!!??
Got a random email from a supposed Amazon recruiter for a SDE position (which is not at all a fit). The email is amazon.com domain and there are no red flags in the body but it doesn't feel like an Amazon recruiter due to the tacky signature, etc. Has anyone seen this kind of cold-calling from FAANG recruiter?
Rising Star
Amazon folks - need to reschedule an inteview due to an unforeseen work commitment. Wondering if it's going to look bad/impact the interviewing chances if I were to ask for a reschedule? It's taken months of applying to get one so don't want to jeopardize but the current job committment is going to be difficult to get out of (unless I call in sick). Recommendations?
Looking for some book recommendations :)
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site
Scan your QR code to download
Fishbowl app on your mobile
Pro
Be aware of the risks associated with top band salaries. If you believe youâre qualified as a ânew managerâ, make your case for that. It will give you much more room for earnings growth. When I was running our group, I would rarely bring in anyone in the top band. Doing so is filled with risk. In my group, that meant:
- Employee would be expected to be one of the best performers. (Why are we paying top dollar and this is not a top performer?)
- Employee would see little to no salary increase until promotion, because theyâre at the top of their band.
- employee would get frustrated by the lack of salary increases and quit. Recruiting cycle would begin again, adding to costs.
- employee would be difficult to staff, due to: higher labor cost than peers, no network. Longer time on the bench brought more scrutiny from HR.
- employee less likely to get bonus due to lower chargeability.
- if the market turned sour, these were often the first to be laid off (expensive resource, low chargeability, etc)
all valid points, thanks for sharing A1! i was hesitant to gun for the Manager role given that i wouldnât have a strong network to start and imagine a bit of a learning curve with the type of work and the industry of the vertical i am joining. i am a fast learner and can pick it up quickly but i was trying to reduce that amount of pressure for the reasons given above.
Consulting is standard salaries and bonus percents - to my knowledge you can only negotiate your role (eg SA3 vs SA3) and then you just get the salary and bonus associated with that role
iâve seen other folks on this app share their experience successfully negotiating bonuses before but wasnât sure about how flexible they are with the base
Careful with SA3, as well. If you don't make M, you're essentially out. SA2 and SA3 comp is ~the same, and can be promoted SA2-M1. I will rather SA2 than SA3.
You're welcome. Good luck with negotiations and welcome to the firm in advance.
How do you know which band / cohort you fall into?
i will negotiate for the role cohort, but itâs typically based on years of experience, education, etc. i assume it flows like this SA1 is 3-4 years, SA2 is 4-5 years and SA3 is 5 to 6 years.
Never hurts to try. You wonât be able to negotiate salary unless you negotiate cohorts or levels. I think the sky is probably the limit with the bonus. The worst they can say is ânoâ.
got it, thatâs helpful thank you!