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> I will be polite, but if you offer a dollar less in total compensation than the other person, I will accept the other offer and thank you for your time. Many

by krzrak 9y ago

> I will be polite, but if you offer a dollar less in total compensation than the other person, I will accept the other offer and thank you for your time. Many people take into consideration much more factors, than just money, i.e. it is common to work on crappy project in hostile environment with no flexibility for excellent money, and - on the contrary - work for a little less but on fun projects, in friendly environment, with great perks, flexibility, etc. Anyway, I hire lots of IT-related people and would most probably not want to have in one of my teams person of such attitude. (To be honest, I "inherited" one of such employees and he's really negative, materialistic and 24/7 complaining person. Not pleasant to work with at all, and he demotivates others with his attitude.)

scruple 9y ago
But you don't, and can't, truly know any those other factors until you've worked some where for N weeks/months/years. Every company, when hiring, tries to put it's best face forward. How will you know if the VP of Engineering is a borderline raving lunatic who treats his staff like garbage until you've had the opportunity to witness their behavior first hand? How will you know if your manager likes to micromanage their reports, making your day job a living hell, until you actually work underneath of them? How do you know beforehand if there are toxic individuals, that may be your co-workers or others that you need to work closely with, who create negative work and a poor working environment? How will you know beforehand if any of these things will be addressed if they are present? What about places with ridiculous office politics and bureaucracy? For instance, it can take years to find out nepotism runs rampant through different layers or departments in a company. The best you can do is word of mouth and things like GlassDoor. But, word of mouth requires access to people who have worked or currently work at that place, and you have to take those things with a grain of salt, especially coming from former employees. Even if you do have access to these things, it's been my experience that these things only get you approximately close to some truth. It's a very big gamble and, having lived through some of the above scenarios, I completely understand why people optimize this problem for the highest pay.

by krzrak 9y ago

scruple 9y ago

But you don't, and can't, truly know any those other factors until you've worked some where for N weeks/months/years. Every company, when hiring, tries to put it's best face forward. How will you know if the VP of Engineering is a borderline raving lunatic who treats his staff like garbage until you've had the opportunity to witness their behavior first hand? How will you know if your manager likes to micromanage their reports, making your day job a living hell, until you actually work underneath of them? How do you know beforehand if there are toxic individuals, that may be your co-workers or others that you need to work closely with, who create negative work and a poor working environment? How will you know beforehand if any of these things will be addressed if they are present? What about places with ridiculous office politics and bureaucracy? For instance, it can take years to find out nepotism runs rampant through different layers or departments in a company. The best you can do is word of mouth and things like GlassDoor. But, word of mouth requires access to people who have worked or currently work at that place, and you have to take those things with a grain of salt, especially coming from former employees. Even if you do have access to these things, it's been my experience that these things only get you approximately close to some truth. It's a very big gamble and, having lived through some of the above scenarios, I completely understand why people optimize this problem for the highest pay.