throwaway929394

4 ms·

1.
by throwaway929394 8y ago
People do "fact checks" on if I am fair to them. Recruiters do call on a lot of our people often, and we do retain them . People have reputations that spread in a company and among friends of employees. If I routinely exploited
2.
by throwaway929394 8y ago
Again n=1. I value people who have been with me long term more than I value people who I am newly recruiting. That just seems like common sense to me. It comes from the idea that we often over-value the worth of people we don't know an
3.
by throwaway929394 8y ago
I am afraid that this whole "mutual trust" aspect is missing in the OP and some of the comments. As a person who hires more than quite a few people, I definitely do not like to hire people with the mindset "The company is out
4.
by throwaway929394 8y ago
>If a candidate won't fight for himself, why the hell would you think he'd fight for you? There is balance here, won't you concede? There is "fighting for yourself" and then "fighting too much for yourself&
5.
by throwaway929394 8y ago
>Care to elaborate what "negotiating hard" means? He was one of those people "I should get the absolute maximum I could ever get out of any situation." He did get a better offer, and so he was successful in that. He a
6.
by throwaway929394 8y ago
To emphasize: n=1, so I don't want to overgeneralize my experience, nor would I overgeneralize the OP's experience. I had told him in the very beginning that my strategy is to hire people at a reasonable, but not out-of-the-world
7.
by throwaway929394 8y ago
Using a throwaway, because of my position. I recently withdrew an offer to a VP candidate because he negotiated too much (without being a jerk). He probably took advice from an article like this, and he wanted a) higher pay b) more vacation