4 ms·

The recruiter is right, it can't hurt to interview. Find out more about the company, find out if you think it would be a good fit for what you're looking for.

The recruiter is right, it can't hurt to interview. Find out more about the company, find out if you think it would be a good fit for what you're looking for. If they offer you the job, you've got three options. 1) take it and leave your current employer 2) keep your current job and pretend you never interviewed 3) (if you still are unsure about leaving) tell your current employer about the offer you've been made (you may not be allowed to give details, but you can give enough) and see if they counter offer. Then, you can make an informed decision. I think (and hope) you'll find your current employer very accommodating. If another start-up is offering you double the salary, your current employer should know they are getting a heck of a deal with you. They also likely know that 'deal' wouldn't last forever. Or maybe they won't want to offer you more, and just expect you to stick with them for other reasons. Who knows, but you'll never find out unless you dip a foot in to test the temperature. I hadn't done this before last year, and I have to admit, it does feel strange talking to a potential new employer while somebody else is currently employing you, but this is the new nature of the game. Your current employer (likely) doesn't expect you to stick around forever. Doesn't mean they don't care about you, they just know the reality.

bsder 13y ago
> (if you still are unsure about leaving) tell your current employer about the offer you've been made (you may not be allowed to give details, but you can give enough) and see if they counter offer. Don't ever do this. Leave or don't. If I'm your manager, the moment you expect me to counteroffer I'm planning on getting rid of you. No offense, but you just told me, "Hey, I'm shopping around." No offense, but that means, as a manager, I'd better start shopping around, too. And, you want to leave a company on your own schedule rather than the company's schedule.
- neumann 13y ago
  May I share with you two pieces advice my father gave that I take with me everywhere: - Never say no - always negotiate. - If you don't ask, the answer is no. The reaction you shared is not particularly business savvy. Business relationships (contrary to lots of shitty analogies out there) are not like a friendship/romance. >Leave or don't. If I'm your manager, the moment you expect me to counteroffer I'm planning on getting rid of you. Why? What possible rational reason is this your reaction? > No offense, but you just told me, "Hey, I'm shopping around." Yes, they did. You just received an extra piece of information to use as a manager. Maybe this requires a re-evaluation of the current situation? > No offense, but that means, as a manager, I'd better start shopping around, too. Maybe or maybe not. That is one of the possible outcomes. But, it is not the only one. This is called 'jumping to conclusions'. Always negotiate. If you don't even think to ask, "is there anything that would make this person stay" then the answer is no. > And, you want to leave a company on your own schedule rather than the company's schedule. Of course. What wouldn't they?
  - caw 13y ago
    And I might add that double the salary is a good reason to re-negotiate. You're not jumping for 5-10K, which may be reason not to negotiate ("Hey, he's jumping at the drop of a hat, if I keep him he'll jump at the next offer"), but when you're looking at a severe discrepancy in valuing an employee, it's worth the discussion. For most people a 2x salary is something you can't put down, even if you absolutely love your job. I think most people would understand and if you have a good transition plan you won't burn any bridges. The counter may or may not be the full 2x. They may counter lower and try to keep some fuzzy items like "You know what it's like here, you enjoy your job", etc. The counter may involve more responsibility. Why is company Y valuing you at double? Do they expect you to take on different responsibilities? That's definitely going to be a factor in the discussion.
  - rpedela 13y ago
    Most managers do not view "I am looking elsewhere" as a time of negotiation unless it is a highly valued employee. Even then it is wise for the manager to start looking around too because the likelihood of the employee leaving is high. However if the employee asks for a raise rather than saying "I have another offer", then it is a negotiation. Because the manager also knows that if the employee does not receive a raise, then he or she will likely become unhappy and leave. I agree with your general premise that most things are a negotiable. However it also depends on the situation and how the employee and employer approach the situation. "I got another offer so you should match it." is not a good way to approach a negotiation unless you are a star employee.
  - bsder 13y ago
    > The reaction you shared is not particularly business savvy. Business relationships (contrary to lots of shitty analogies out there) are not like a friendship/romance. Rational reason? As a manager, I have deadlines to make, planning to carry out and crises to solve. You just added yourself to to my upcoming crisis list and impacted all three of those areas--especially if you are a star performer. Ask for a raise? Sure, we can talk about it. Unhappy? Let's figure out how to fix that. However, people are creatures of inertia. Once you've broken that inertia to the point that you have another job offer, let's be honest, there's probably too much that requires fixing in order to make you stay and make you happy. And, you are also not considering the impact of this on the other 10+ people I'm managing. I don't want them to necessarily start interviewing to possibly get a raise even if I'm the better employer/job. Yeah, they may find that out, but it's a distraction, the grass is greener, etc. Or there may be a temporary bump while some competitor's group staffs up, but then there will be a corresponding layoff (seen it)--oh, gee, thanks, now all my salaries are up even after your group cratered. I was a junior employee when that happened and the group rehired some of those people (whom we desperately needed)--at a 20% salary cut--that was a management failure for the history books-- but it was a good lesson to a junior employee about understanding your negotiating position downside. All told, if a good employee presents me with a competitor's offer I'm 99% certain to say, "Sorry to see you go. I'll give you a good reference." I don't take it personally as I've left jobs for better salaries. That's the nature of the game nowadays. Now, I will admit that a salary jump of 2x is unusual although I have been in that position. If that happens, the manager or the company have failed dramatically (in my instance it was both). Or, someone else really needs that employee (that was also the case for me). Either way, the employee should take the new job.
Oculus 13y ago
I agree with everything you said except for the third option: > tell your current employer about the offer you've been made ... and see if they counter offer. That seems like it would come off as worse than taking the new job. If I was OP's current company I'd see that as 'not only did you shop around first couple weeks here, but you're now rubbing it in our faces and expecting us to reward you.'
- pedalpete 13y ago
  I think it could possibly be handled better than that. I'd suggest that if the OP decides they would like to stay at the current employer, but only if the current employer offers what the employee feels they are worth (or if the employee wants more than they are currently getting), they could very politely say "Listen, I really like working here, I like that you guys do x,y,z, that I have the option to learn from/about/with.. whatever, but I've just had a great offer from Acme company, and I was going to take it, but wanted to talk to you guys about it before I accept." That way the company understands why the person is leaving, that they haven't agreed to leave yet, it is in the employers hands to keep the employee if they want to. We have a fairly small industry (and even if we didn't) you're going to be running into the same people again and again though your career. Neither side should be hurt in this. It's a business proposition. Friendships don't have to end, cooperation doesn't even have to end. MAKE SURE YOU ARE NOT LEAVING YOUR CURRENT EMPLOYER IN THE LURCH. Give them time for you to clean-up what you're working on and get it in a good state, etc. etc. As long as you're professional (and the OP's original posts suggests he is professional and courteous), the current employer shouldn't take it as anything but.
- xerophtye 13y ago
  Well, if I was the employer, i'd like my employees to come to me and tell me that they have better offers and discuss possible course of action BEFORE accepting any offers, rather than just accept the job and leave. This way if I want to make a counter offer, it gives me a chance to do it, otherwise I might admit I can't match the offer and wish him best of luck, no hard feelings.
- brianmcc 13y ago
  Agree with other replies: there are ways to approach this that will cause friction, and ways that might not ("I wasn't looking, but this came along, now I have a tough decision..."). And no matter what your approach, some bosses will take it one way, others another way! And that's OK, do what's right for you, don't make your choice based on whether you get a cold reception or not.

bsder 13y ago

> (if you still are unsure about leaving) tell your current employer about the offer you've been made (you may not be allowed to give details, but you can give enough) and see if they counter offer. Don't ever do this. Leave or don't. If I'm your manager, the moment you expect me to counteroffer I'm planning on getting rid of you. No offense, but you just told me, "Hey, I'm shopping around." No offense, but that means, as a manager, I'd better start shopping around, too. And, you want to leave a company on your own schedule rather than the company's schedule.

neumann 13y ago
May I share with you two pieces advice my father gave that I take with me everywhere: - Never say no - always negotiate. - If you don't ask, the answer is no. The reaction you shared is not particularly business savvy. Business relationships (contrary to lots of shitty analogies out there) are not like a friendship/romance. >Leave or don't. If I'm your manager, the moment you expect me to counteroffer I'm planning on getting rid of you. Why? What possible rational reason is this your reaction? > No offense, but you just told me, "Hey, I'm shopping around." Yes, they did. You just received an extra piece of information to use as a manager. Maybe this requires a re-evaluation of the current situation? > No offense, but that means, as a manager, I'd better start shopping around, too. Maybe or maybe not. That is one of the possible outcomes. But, it is not the only one. This is called 'jumping to conclusions'. Always negotiate. If you don't even think to ask, "is there anything that would make this person stay" then the answer is no. > And, you want to leave a company on your own schedule rather than the company's schedule. Of course. What wouldn't they?
- caw 13y ago
  And I might add that double the salary is a good reason to re-negotiate. You're not jumping for 5-10K, which may be reason not to negotiate ("Hey, he's jumping at the drop of a hat, if I keep him he'll jump at the next offer"), but when you're looking at a severe discrepancy in valuing an employee, it's worth the discussion. For most people a 2x salary is something you can't put down, even if you absolutely love your job. I think most people would understand and if you have a good transition plan you won't burn any bridges. The counter may or may not be the full 2x. They may counter lower and try to keep some fuzzy items like "You know what it's like here, you enjoy your job", etc. The counter may involve more responsibility. Why is company Y valuing you at double? Do they expect you to take on different responsibilities? That's definitely going to be a factor in the discussion.
- rpedela 13y ago
  Most managers do not view "I am looking elsewhere" as a time of negotiation unless it is a highly valued employee. Even then it is wise for the manager to start looking around too because the likelihood of the employee leaving is high. However if the employee asks for a raise rather than saying "I have another offer", then it is a negotiation. Because the manager also knows that if the employee does not receive a raise, then he or she will likely become unhappy and leave. I agree with your general premise that most things are a negotiable. However it also depends on the situation and how the employee and employer approach the situation. "I got another offer so you should match it." is not a good way to approach a negotiation unless you are a star employee.
- bsder 13y ago
  > The reaction you shared is not particularly business savvy. Business relationships (contrary to lots of shitty analogies out there) are not like a friendship/romance. Rational reason? As a manager, I have deadlines to make, planning to carry out and crises to solve. You just added yourself to to my upcoming crisis list and impacted all three of those areas--especially if you are a star performer. Ask for a raise? Sure, we can talk about it. Unhappy? Let's figure out how to fix that. However, people are creatures of inertia. Once you've broken that inertia to the point that you have another job offer, let's be honest, there's probably too much that requires fixing in order to make you stay and make you happy. And, you are also not considering the impact of this on the other 10+ people I'm managing. I don't want them to necessarily start interviewing to possibly get a raise even if I'm the better employer/job. Yeah, they may find that out, but it's a distraction, the grass is greener, etc. Or there may be a temporary bump while some competitor's group staffs up, but then there will be a corresponding layoff (seen it)--oh, gee, thanks, now all my salaries are up even after your group cratered. I was a junior employee when that happened and the group rehired some of those people (whom we desperately needed)--at a 20% salary cut--that was a management failure for the history books-- but it was a good lesson to a junior employee about understanding your negotiating position downside. All told, if a good employee presents me with a competitor's offer I'm 99% certain to say, "Sorry to see you go. I'll give you a good reference." I don't take it personally as I've left jobs for better salaries. That's the nature of the game nowadays. Now, I will admit that a salary jump of 2x is unusual although I have been in that position. If that happens, the manager or the company have failed dramatically (in my instance it was both). Or, someone else really needs that employee (that was also the case for me). Either way, the employee should take the new job.

Oculus 13y ago

I agree with everything you said except for the third option: > tell your current employer about the offer you've been made ... and see if they counter offer. That seems like it would come off as worse than taking the new job. If I was OP's current company I'd see that as 'not only did you shop around first couple weeks here, but you're now rubbing it in our faces and expecting us to reward you.'

pedalpete 13y ago
I think it could possibly be handled better than that. I'd suggest that if the OP decides they would like to stay at the current employer, but only if the current employer offers what the employee feels they are worth (or if the employee wants more than they are currently getting), they could very politely say "Listen, I really like working here, I like that you guys do x,y,z, that I have the option to learn from/about/with.. whatever, but I've just had a great offer from Acme company, and I was going to take it, but wanted to talk to you guys about it before I accept." That way the company understands why the person is leaving, that they haven't agreed to leave yet, it is in the employers hands to keep the employee if they want to. We have a fairly small industry (and even if we didn't) you're going to be running into the same people again and again though your career. Neither side should be hurt in this. It's a business proposition. Friendships don't have to end, cooperation doesn't even have to end. MAKE SURE YOU ARE NOT LEAVING YOUR CURRENT EMPLOYER IN THE LURCH. Give them time for you to clean-up what you're working on and get it in a good state, etc. etc. As long as you're professional (and the OP's original posts suggests he is professional and courteous), the current employer shouldn't take it as anything but.
xerophtye 13y ago
Well, if I was the employer, i'd like my employees to come to me and tell me that they have better offers and discuss possible course of action BEFORE accepting any offers, rather than just accept the job and leave. This way if I want to make a counter offer, it gives me a chance to do it, otherwise I might admit I can't match the offer and wish him best of luck, no hard feelings.
brianmcc 13y ago
Agree with other replies: there are ways to approach this that will cause friction, and ways that might not ("I wasn't looking, but this came along, now I have a tough decision..."). And no matter what your approach, some bosses will take it one way, others another way! And that's OK, do what's right for you, don't make your choice based on whether you get a cold reception or not.