4 ms·

You wouldn't - and that's fine. We don't have to hire everybody. If what you care about is salary above all other things, that's absolutely fine. I don't judge

by swombat 13y ago

You wouldn't - and that's fine. We don't have to hire everybody. If what you care about is salary above all other things, that's absolutely fine. I don't judge you for it. I care about making money too. The kind of people we do want to hire care about making enough money, and making a fair amount in relation to how the company is doing, but they care just as much about working in a great environment which has the features that transparency allows us to have. In other words, you may be very good at what you do, but based on the above you would be a poor culture fit for a place like GrantTree or Buffer - and that's absolutely fine, on both sides.

jasonkester 13y ago
Why assume that somebody asking for their market rate wouldn't be a good fit for your company? Framing salary discussions in the context of how the company is doing is one way that employers try to manipulate naive young engineers. Same with all "8 Pieces of Flair is the minimum, but if you want to wear more, we encourage that" tactics, it tries to compare something relevant to the employee with a second, completely irrelevant thing. It's easy enough to spin those discussions in a way that make it look like we're all pitching together to build something great, but at the end of the day, it's still a negotiating tactic. Personally, I prefer to separate salary negotiation from the rest of the decision about whether somebody would be a good fit. After all, that's a one-time negotiation that probably won't ever be revisited. A guy's skills, sense of humor, leadership ability and overall fun-to-be-around-ishness are the things that matter every day for the rest of his tenure, and are therefore a lot more important when deciding whether you want him on your team.
- swombat 13y ago
  > Why assume that somebody asking for their market rate wouldn't be a good fit for your company? That's twisting my words. What I said is that if salary is their primary concern, then they're not a good fit. Asking for your market rate is just fine, so long as you understand that what we can give you is constrained by what has been decided by the team is a reasonable level of pay for that position. Someone who, knowing our culture, still insists on being an exception and getting a different salary, is basically saying that they care far more about their own outcome than about the outcome for the company as a whole. Teamwork is one of our core values, so they've just marked themselves out as a bad culture fit. > Personally, I prefer to separate salary negotiation from the rest of the decision about whether somebody would be a good fit. Arguably, with our system the salary negotiation is entirely separated out - and then reduced to nothing. There is no salary negotiation. The salary is what's on offer in the job ad, and that's that. If you don't like it, don't apply.

by swombat 13y ago

jasonkester 13y ago

Why assume that somebody asking for their market rate wouldn't be a good fit for your company? Framing salary discussions in the context of how the company is doing is one way that employers try to manipulate naive young engineers. Same with all "8 Pieces of Flair is the minimum, but if you want to wear more, we encourage that" tactics, it tries to compare something relevant to the employee with a second, completely irrelevant thing. It's easy enough to spin those discussions in a way that make it look like we're all pitching together to build something great, but at the end of the day, it's still a negotiating tactic. Personally, I prefer to separate salary negotiation from the rest of the decision about whether somebody would be a good fit. After all, that's a one-time negotiation that probably won't ever be revisited. A guy's skills, sense of humor, leadership ability and overall fun-to-be-around-ishness are the things that matter every day for the rest of his tenure, and are therefore a lot more important when deciding whether you want him on your team.

swombat 13y ago
> Why assume that somebody asking for their market rate wouldn't be a good fit for your company? That's twisting my words. What I said is that if salary is their primary concern, then they're not a good fit. Asking for your market rate is just fine, so long as you understand that what we can give you is constrained by what has been decided by the team is a reasonable level of pay for that position. Someone who, knowing our culture, still insists on being an exception and getting a different salary, is basically saying that they care far more about their own outcome than about the outcome for the company as a whole. Teamwork is one of our core values, so they've just marked themselves out as a bad culture fit. > Personally, I prefer to separate salary negotiation from the rest of the decision about whether somebody would be a good fit. Arguably, with our system the salary negotiation is entirely separated out - and then reduced to nothing. There is no salary negotiation. The salary is what's on offer in the job ad, and that's that. If you don't like it, don't apply.