3 ms·

I see your point, but not sure if a number up front would be honesty, seems more of a gamble. They need to find a number that's not too low, not too high, for a

I see your point, but not sure if a number up front would be honesty, seems more of a gamble. They need to find a number that's not too low, not too high, for an abstract average human. I've managed to detect a lowball danger fairly early on in my past negotiations, but can't claim that it's easy. That said, maybe knowing their "hedge rate" is a useful tell, even if you don't entirely trust it.

hitsurume 3y ago
Another better alternative is for these companies who can't afford the top talent, to train new talent (new grads, new juniors or people with less then 3 years experience) and upgrade them into where they need to be for the companies long term benefit. Also if you are going to say next that these people will just eventually leave, the number one reason people leqve a job is because of a shitty boss/manager. A company who invests in their employees will hopefully not develop bad managers, who can keep good individual contributors. Hell that's in my situation, i'm underpaid, but I also am working for the best manager i've had so far in my career, so I trade off stress and money for a relaxed and longer life.
- SergeAx 3y ago
  Training new talent requires a lot of time and resources, and, of course, some "old" talent with those time and resources on hands, except if you plan to outsource the training part.