4 ms·
I don't know about SV in particular, but I've worked a several tech companies over the years. Yes, usually HR can make exceptions. But you need a good reason,
by marshray 15y ago
I don't know about SV in particular, but I've worked a several tech companies over the years.
Yes, usually HR can make exceptions. But you need a good reason, like "at my current job I have 3 weeks of leave accrued, I want to not lose that if I come work for you".
But having an engineer who accrues vacation at a different rate than other employees hired under the same circumstances would be quite exceptional. It would stand out in their records and they might not have a good way to justify their decision if they were questioned about it "why is troles taking so many vacations?".
During the hiring process, it's probably not a good idea to act exceptional in the amount of vacation you plan on taking! It would be easier to negotiate on salary.
- gaius 15y agoOn the contrary, there is no better time to negotiate than post offer, pre acceptance.
- marshray 15y agoI didn't mean to imply he shouldn't negotiate or that it wasn't a good time for it, only that some things are easier to negotiate than others.
- troels 15y agoYes, I can see how an employer would have trouble justifying go give one employee more time off. It's a lot easier to hide differences in salary. That said, if employers are serious about attracting talent, perhaps it wasn't a bad idea to offer more time off for everybody. I know that coming from a country where 6 weeks time off is the minimum, it would be a serious disincentive for me to want to work in the states.