On Mon, Aug 29, 2011 at 11:45 PM, Edward Ned Harvey
wrote:
>> From: ca...@petalphile.com [mailto:ca...@petalphile.com] On Behalf Of
>> carlo
>>
>> I think the 20% rule is a good one, but ultimately I think its best to defer
>> conversations about expected salary (especially if you're still in the
On Thu, Sep 1, 2011 at 10:09 AM, Stephen Potter wrote:
> On 8/27/2011 6:49 AM, Luke S. Crawford wrote:
>>
>> On Fri, Aug 26, 2011 at 08:27:03PM -0400, Edward Ned Harvey wrote:
>>>
>>> When you're on the market, how do you determine your own value?
>>
>> What I'm getting now plus 20%.
>
> I think,
On 8/27/2011 6:49 AM, Luke S. Crawford wrote:
On Fri, Aug 26, 2011 at 08:27:03PM -0400, Edward Ned Harvey wrote:
When you're on the market, how do you determine your own value?
What I'm getting now plus 20%.
I think, particularly in this day and age, 20% changes in the US market
is pretty m
> From: Tracy Reed [mailto:tr...@ultraviolet.org]
>
> On Mon, Aug 29, 2011 at 11:45:45PM -0400, Edward Ned Harvey spake thusly:
> > I find an approximate salary range up front is worth while for both
sides to
> > know. Because it's a waste of time to go through all the interview
process,
> > only
Well, there's at least two bits here:
1) You want to go through those interviews anyway. Your offer letters is
the most important data-set for determining your market value. You're not
wasting your time.
2) How are you supposed to know what you want until you meet the team? Lets
say it was a s
On Mon, Aug 29, 2011 at 11:45:45PM -0400, Edward Ned Harvey spake thusly:
> I find an approximate salary range up front is worth while for both sides to
> know. Because it's a waste of time to go through all the interview process,
> only to discover it was never possible...
That's fine as long
> From: ca...@petalphile.com [mailto:ca...@petalphile.com] On Behalf Of
> carlo
>
> I think the 20% rule is a good one, but ultimately I think its best to defer
> conversations about expected salary (especially if you're still in the HR/pre-
> screening bit of an interview, and not the technical b
On Mon, 29 Aug 2011, carlo wrote:
I think the 20% rule is a good one, but ultimately I think its best to defer
conversations about expected salary (especially if you're still in the
HR/pre-screening bit of an interview, and not the technical bits yet)
because, well, you're just going to low ball
I think the 20% rule is a good one, but ultimately I think its best to defer
conversations about expected salary (especially if you're still in the
HR/pre-screening bit of an interview, and not the technical bits yet)
because, well, you're just going to low ball yourself. Interviewing while
employ
On Fri, Aug 26, 2011 at 5:27 PM, Edward Ned Harvey wrote:
> I have my own thoughts on this subject, of course, but I'd like to hear what
> you guys say.
>
>
>
> When you're on the market, how do you determine your own value?
The job offers I get are an index to my perceived value.
I start out by
On Fri, Aug 26, 2011 at 08:27:03PM -0400, Edward Ned Harvey wrote:
> I have my own thoughts on this subject, of course, but I'd like to hear what
> you guys say.
>
>
> When you're on the market, how do you determine your own value?
What I'm getting now plus 20%.
Obviously, this means that i
When I've been looking for a job, I've historically asked for something
close to my current salary: Possibly higher if the new job has fewer
perks, or the same or even a little lower if the new job has more (e.g. is
in academia rather than dot-com craziness... hypothetically). But I've had
the good
On Fri, Aug 26, 2011 at 5:27 PM, Edward Ned Harvey wrote:
>
> When you're on the market, how do you determine your own value?
>
I go to payscale.com and enter my skills, and the offer in hand, then
aim for about 70% of the top value considering where I feel I am
experience wise. It seems to be a
I have my own thoughts on this subject, of course, but I'd like to hear what
you guys say.
When you're on the market, how do you determine your own value?
When you're hiring, how do you determine their value?
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