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If what you're saying is true, that's a bit disappointing, but it may also target a different segment of the market than folks like you. FWIW over at http://Of
by mallyvai 12y ago
If what you're saying is true, that's a bit disappointing, but it may also target a different segment of the market than folks like you.
FWIW over at http://OfferLetter.io http://OfferLetter.io, we spent a lot of time figuring out the right pricing model - We let the candidate choose either %-contingency-on-increase, or flat-fee. This seemed to be the best route for incentive alignment. If you have any other ideas for pricing models that work well, do let me know! mallyvai-at-offerletter.io
[We discarded the %-of-net-compensation model - it felt too extreme, and it wasn't clear we could add sufficient value in every case.]
- alexanderss 12y agoWho are your "Advisors" ? Just other engineers?
- mallyvai 12y agoRight now, a pretty diverse mix of other engineers, managers, PMs, founders. Depends on who is asking - PMs are better at helping PMs, for example.
- alexanderss 12y agoOh, no actual recruiters or talent leaders? No way would I pay essentially a peer for something like this. That's what friends advise us for. You need inside info, and engineers and PMs just don't have it.
- mallyvai 12y agoI think you'd be surprised - we are informed by certain awesome recruiters, but we've found that people generally feel most comfortable when talking to their peers about this stuff. There's a broad mistrust around recruiters. One thing we could do is work with more recruiters more aggressively for data and guidance - ping them every conversation for example, instead of for larger industry trends. But we'll have to see if that could truly add value.