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I just completed a job search and probably focused on salary a lot more than I should (although it worked out in the end) simply because I was unwilling to ask

I just completed a job search and probably focused on salary a lot more than I should (although it worked out in the end) simply because I was unwilling to ask a ton of details to figure out the value of the various benefits. One of the challenges is that as a candidate, it is hard to know how real the perks are and whether they will stick around. One company I know advertised a choice of dev hardware, specifically a 17 inch PC or a 15.6 inch PC. No real choice. My past company had semi-private offices, until we grew and everyone was put into a new noisy single room open office, with everyone, including execs, taking meetings at their desks. Sure, you might like one manager over another, but they will probably be gone in a year anyway. In my two and a half year career at three companies, I have worked for 6 people. With valuing health care plans, at least in Canada, so much of the value comes from the specifics and your specific needs. My employer has unlimited and 100% drug coverage. If you are chronically ill, that could be worth $20,000 dollars a year. Great dental too. But if your need is physiotherapy, I actually have the worst plan I have ever had, capped at 90% reimbursement up to $500. Same with mental health needs. 90% capped to $500 for therapy. Valuation of these things is messy, so people just go with salary.

r00fus 5y ago
There are lots of very specific details, but the top line number is really important - what % of the benefit premium does the employer cover. 85% is a decent answer (83% is apparently the average in 2020 [1]). HSAs and HRAs complicate the calculations, but that topline % should be something a recruiter or hiring manager knows. Also if you happen to be dual-income, your spouse's benefits may be better or good enough that you don't care as much the employee premium % vs. an equivalent salary boost. [1] https://www.peoplekeep.com/blog/what-percent-of-health-insurance-is-paid-by-employers https://www.peoplekeep.com/blog/what-percent-of-health-insur...
IMTDb 5y ago
> Sure, you might like one manager over another, but they will probably be gone in a year anyway. In my two and a half year career at three companies, I have worked for 6 people. It's strange, the most common - and best in my opinion - advice we give to junior professional searching for their first job is "Don't pick the job/company/role, pick the manager" as the manger is the main defining factor on how good/bad your experience will be. Once you have more experience (usually 2-3 years), you usually start feeling more comfortable picking a role and prioritizing benefits/company values and all that stuff. Of course, knowing if the manager is going to be stable at his job is part of the process of picking the "right" manager. If the guy is brand new at this job or if he has done 5 companies in 5 years, it's a red flag. Two and half year career at 3 companies working under 6 people sounds really weird. My personal internal clock is that a new employee (junior or senior) reaches his full potential after roughly 6 month of stable environment.
- MattGaiser 5y ago
  My career has been all but 6 months pandemic, so that may play a factor. I also live in Canada, where I earn now what seniors at my first company did after 10 years as salaries have spiked across the board. But yes, I can't say I have been at my full potential for more than 3 months as there has been so much team churn and directional change.
swader999 5y ago
I've always preferred contracting for this reason - you get one number and know exactly where you stand. Its put in your pocket every month. If the employer can't do the high rate you can negotiate for equity.

r00fus 5y ago

There are lots of very specific details, but the top line number is really important - what % of the benefit premium does the employer cover. 85% is a decent answer (83% is apparently the average in 2020 [1]). HSAs and HRAs complicate the calculations, but that topline % should be something a recruiter or hiring manager knows. Also if you happen to be dual-income, your spouse's benefits may be better or good enough that you don't care as much the employee premium % vs. an equivalent salary boost. [1] https://www.peoplekeep.com/blog/what-percent-of-health-insurance-is-paid-by-employers https://www.peoplekeep.com/blog/what-percent-of-health-insur...

IMTDb 5y ago

> Sure, you might like one manager over another, but they will probably be gone in a year anyway. In my two and a half year career at three companies, I have worked for 6 people. It's strange, the most common - and best in my opinion - advice we give to junior professional searching for their first job is "Don't pick the job/company/role, pick the manager" as the manger is the main defining factor on how good/bad your experience will be. Once you have more experience (usually 2-3 years), you usually start feeling more comfortable picking a role and prioritizing benefits/company values and all that stuff. Of course, knowing if the manager is going to be stable at his job is part of the process of picking the "right" manager. If the guy is brand new at this job or if he has done 5 companies in 5 years, it's a red flag. Two and half year career at 3 companies working under 6 people sounds really weird. My personal internal clock is that a new employee (junior or senior) reaches his full potential after roughly 6 month of stable environment.

MattGaiser 5y ago
My career has been all but 6 months pandemic, so that may play a factor. I also live in Canada, where I earn now what seniors at my first company did after 10 years as salaries have spiked across the board. But yes, I can't say I have been at my full potential for more than 3 months as there has been so much team churn and directional change.

swader999 5y ago

I've always preferred contracting for this reason - you get one number and know exactly where you stand. Its put in your pocket every month. If the employer can't do the high rate you can negotiate for equity.