Building a Compensation Model - Google, Amazon, Meta, Microsoft, Apple
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- Опубликовано: 10 сен 2024
- Building a Compensation Model - Google, Amazon, Meta, Microsoft, Apple
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Hi everyone, this video shows you how to create comp models for Big Tech companies, I really hope it helps! Let me know if you have any questions.
Love the videos! Do they often tell you the range of salary and equity or is that a play to keep you from negotiating?
Hey Jeff, question about anchoring high: if the job description has a base salary range of lets say 100k-150k, and I am targeting a base salary of lets say 140k, should the high anchor for the base exceed the job description, lets say base salary anchor of 160k, or should I limit my base salary anchor at 150k because that is the max as stated in the job description?
@alexzunigaux, great question! I kind of like anchoring outside of the salary range, and doing it similar to what you are doing, anchoring out of the range, but not by a lot! What it says to our point of contact is, I am not a negotiation expert and I am trying to get what I deserve. What am I getting at, it makes us sound like we have not pre-planned our negotiation strategy, when that is exactly what we have done.
Could you clear my confusion about- why it's said that Start up employees get rich faster and how to find the pain points in some promising startup and apply for job in it ? How does startups hire and whats their growth plan looks like for smart people working for them.. i as hvac engineer in Aec construction industry want to start working with startups as i feel it might get me unimaginable career growth.. is it fair and right to think..
@mohibquadri4053, startup employees get richer faster, I would say this is the case sometimes, but definitely not all the time. Startups all hire differently and have different growth strategies. If you want to work for a startup and have the opportunity to interview with them, I recommend understanding more about their growth/future plans.
Hey Jeff, Thank you so much for your content, Its really helpful, I have a question - so I already told them my current comp and expectation (came across your channel after doing so :( ) and I have realized that Its lower than the base range for the role, how can I negotiate with the recruiter to bring it significantly up to align it to market trends and to make it fair to me?
@harshaheda29, it is always okay to tell your point of contact, "after learning more about the role and responsibilities and meeting with the team, I do need to reset set my compensation expectations." Say with a kind and gracious tone, and remember, we can always ask for more! Good luck!!
Hey Jeff, would you be able to provide any insight on how to ask for these higher comp numbers if I don’t have much leverage (no competing offers, already well above current comp)? I feel like it’s more difficult to negotiate a higher salary if I am not able to provide a “good” reason they should increase the comp.
@painappuru3153, great question!! The biggest misconception is that you need to have leverage to negotiate with Big Tech companies, you do not. You simply need to anchor high and reiterate that you want your Recruiter to advocate for you. The reason to negotiate is most initial offers are the lowest end of what they will offer you, so there is always room to drive the offer up.
@@jeffhsipepi thank you so much for the reply! A quick follow up question I have is how to determine how high to set the anchor, would a good baseline be just above the upper limit of the salary range for the position?
Jeff As you've mentioned in last answer after doing those things which idea/method i should use after career gap for job search to get job faster ? Cold email or cold call to potential recruiters or directors.. what would be better techniques in such a situation.. once i messaged directly to a recruiter on LinkedIn and it fortunately converted into an interview offer some years back..
@mohibquadri4053, you can always try cold calling if you can get their direct number, of course the likelihood that they answer is small. Next, cold email, again, if you can find their email address online. And third is LinkedIn. I recommend reaching out to hiring managers over Recruiters. Sometimes it can be hard to determine who the hiring manager is by looking online. Lastly, I always recommend giving instead of asking. For example, instead of reaching out via email or LinkedIn for instance and asking them to interview you. I would reach out and offer a cool article or video that is relevant to their field and ask for nothing. This is a longer networking strategy that I always recommend!