Source: https://www.highstakesdb.com/2375-haseeb-qureshi-admits-to-c...
http://www.cardrunners.com/blog/internetpokers/the-girah-sca...
If you didn't see his previous posts he's clearly a pretty skilled self-teacher - negotiated up to 220K offers at Google and Airbnb despite going to a bootcamp.
I think it's pronounced "self-promoter."
A lot of the stuff you read seems to be geared toward "buying a car" -- used top 10 tricks, outsmart somehow the dealer, maybe act like an asshole a bit, and you're leaving and never seeing them again.
I don't see it always working too well in job negotiations. Approaching it that way may backfire. So you "tricked" your future manager to give you a $50k more. In the end though, if they feel they didn't get a good deal because you oversold yourself, you won't have a good time eventually. The last thing you want to do is end up starting work and already having a target on your back, because the owner / manager feels a bit swindled by your "tactics".
Surely you can end up in a large organization, maybe slip through the cracks, but in the end, you better be sure you can deliver according to what you are paid.
One where it is a one off deal and you will probably never work with the person again.
The other is where you are entering into a business arrangement that requires ongoing cooperation.
The same techniques cannot be applied to both. Unfortunately a lot of negotiation advice doesn't specify which situation it is better applied to but it's worth keeping in mind.
Businesses will "underpay" if possible, but also readily "overpay" if the person brings in certain skills and if makes sense from a business perspective in that very moment.
I have not noticed underpaid people getting more respect or better opportunities than the others.
Where is this place where such info is hidden? Because I definitely don't want to work there.
In big companies, the managers don't have too much input, and no skin in the game. Plus, it isn't a "trick" and negotiating isn't unprofessional - it's just business.
As well, I make sure that minimum level is a level I am genuinely comfortable with. It's not a cop-out, it's a level where I will sign and feel happy about it. Anything more than that is a bonus, but if I don't get that I'm perfectly happy.
I've found since I started doing this, and staying true to actually walking away if things aren't working out, the whole conversation has been much more professional and easy. Key to this though is that walk away means walk away, no childish "give me this or else I walk" nonsense. If you walk, you walk, that's it. Non-negotiable means just that.
EDIT: Probably worth mentioning as well that I do plenty of research before setting that walk-away level. There's one aspect which is what I instinctively want, but then there's other things that come in to play as well of course, relocation if applicable, cost of living etc.
As they say there is no I in team, so acting like a single person can ruin a team feels rather stupid. It's a team that ruins a team.
1) Talk about salary at the very end of the interview process (by then the company should know your value).
2) Let the recruiter / manager say a number first.
3) If you get the offer, no matter how you feel, act satisfied, but not too satisfied.
4) Try to negotiate up reasonably.
I talk more about this in my talk at Europython on tech-recruiting and salary negotiation: https://www.youtube.com/watch?v=u6PTaTDHUG4&feature=youtu.be...
Disclaimer: I am a recruiter. If you're looking for a tech job in Zurich, I probably can help you out - you find my contact details in my HN handle.
http://haseebq.com/farewell-app-academy-hello-airbnb-part-ii...
I have my friends who just got offers in Airbnb who are getting paid 180k in salary and ~600K in stocks which is basically $330k/year.
My other friend who is senior engineer with 5 year experience is compensated around 500k/year.
I have similar experience and i recently did a job switch with around 11 competing offers and negotiated well more than the previous number. I negotiated with every offer except snapchat whom didn't move their needle but their offer was good not the best.
If you're really good, you can easily negotiate up to 400k/year real money(cash + stocks).
- Googler/Fb employee with 4 year work experience here.
And I go around telling my friends that software engineers can make 120k right out of college, and I'M getting laughed at by my friends at how apparently unbelievable ridiculously high this is.
I've got 3 years experience and I'm making not much more than that working at a midsized startup (I went to a top tech school and everything!).
And then I go on Hacker News and learn that the fair salary for people working at big companies, with around my experience is 330k!?! Man what am I doing wrong.
Is this what it is like being the mythical, 10x developer unicorn that I hear so much about?
>If you're really good, you can easily negotiate up to 400k/year real money(cash + stocks).
It's funny how early stage startups talk of hiring "the best" and most can't even come close to affording that level of compensation.
This whole thing is a joke.
That's not what I said, but thanks for your contribution all the same.
Airbnb offered him less to start. So I'm curious if someone in similar shoes (say, similar level of experience) used his expanded offer as a point of negotiation.
Most of that is to hire someone, not just 'you'. And they aren't even close to having to start from scratch if you don't accept.
The exact # they lose if you say no isn't the point. You are the top choice. Doesn't mean they will double your offer but they do like you.
Wondering if you guys have experienced the same.
Coming back to negotiation room, often, basic benefits are already included (e.g. healthcare, although this seems to be true in the US, too). But 35 hour weeks, more holiday, longer lunch break to go to the gym, working from home twice a week, these are all things I've negotiated.
Anything below £70k isn't worth consideration, unless you really want to be in London I guess. There will be better offers elsewhere.
Above £70k the range is basically £70k-100k, for a number of reasons. At £100k you end up in a different tax bracket, to the point where you may want to start considering taking other perks other than salary, to keep your tax cost down. Also, if you're being offered that kind of money, you're likely accepting a director-level offer, so really for engineers the meaningful range is about £70k-100k. Since you mentioned Palantir, I'll mention that I met with a recruiter of theirs who mentioned in our first (and only) meeting that their salaries were in this specific range.
For contract work, you can quite easily break the £100k barrier, but obviously now you're running your own shop with all of the issues that brings. Or possibilities, depending on your perspective!
In the UK there are unions (Prospect and the FDA) that specialize in the M&P area and do have highly paid members I know an Ex CTO at Motorola was a member and the CEO of Hull communications was an activist in his early career.
In his words, he could never split the difference in a hostage negotiation. When you enter the process understanding this, you do things differently.
If you enter the process with a split the difference mentality, you invariably leave a lot of value on the table.
It's late where I am, I'd just go read the book if you want to know more.
1. Communicate your BATNA but be subtle. When I was looking for a job two years ago and spoke with recruiters, I heard from a few that it would be "hard" to get $21K more than I was making at the time. I told them that I was happy with my current job at a major well known company (I wasn't) and that's what it would take to get me to leave.
2. Salary was the main reason I was leaving, but like he said, it's much easier to negotiate one time signing bonuses and things that don't cost the company money -- like more work from home days.
3. Know your worth - it's hard to negotiate more than your market value. When I was interviewing I had 10 prospects that were in various stages of the interview process. I was able to confidently cut the process short for some knowing I had others and I had outside recruiters negotiating on behalf so they could get their commissions.
No, they are your bosses. They might be colleagues, but that is secondary.
Glad I'm not the only one who thought this :)
