Recruiter asking me for compensation expectations as L3 at Google. What should I say?Dec 6, 2018
My recruiter is asking me for compensation expectations as L3 at Google (I've already passed hiring committee). I have 3 yoe, and am aiming for a Seattle position. Is it a good idea to respond with hard numbers (highballing it) or should I just wait to see what they give me?
- New / ConsultantEXECUSERmoreI’m a recruiter. Salaries are in general negotiable. You could say e.g. “Between 150k and 180k”, giving them some room, too. A pay increase for you would be nice but please consider that purpose/impact of the new job and your own happiness should be way more important!
- Definitely consider the whole package OP, not only the compensation part. Opportunities for growth, purpose, impact, work life balance, fringe benefits, and so on are all very important.
If anything, you getting along with your new team will be the most impactful factor in your happiness at the new company, not some extra dollars in your pockets.
- Amazon iyth27That's BS if you say between X and Y, only the lower number matters.
For OP, do your due diligence and research the salary range for that location and level.
Come up with 2 numbers.
The higher number is your dream TC: you will accept that TC without conditions. This number is public.
The lower number is your baseline. You will reject any TC below that. This number is private.
Give the recruiter your dream TC. If they offer less, negotiate. if the final offer is higher that your baseline, accept.
Also read about anchoring.Dec 6, 201813
- Spend an hour or two reading up on salary negotiation. This literally will be the few hours with the biggest long term ROI at this stage of your career.
Say that you get an extra 5% in compensation now by negotiating, you'll carry that 5% extra for each future salary negotiation, so it literally follows you for the rest of your career.
Generally, for a negotiation to have good outcomes for you, you need to have a BATNA and be willing to walk away from the negotiation table. Typically, that means competing offers, but it could also be that you're happy staying in your current role.
Good luck, and don't make the first move by telling them what you want to make or how much you make.
- No, it's not.
Imagine it from the company's perspective. The company has a lot of new grads and junior engineers that all want to join Google. They have a massive hiring pipeline, tons of programs to get more people in their pipeline (university recruiting, presence in conferences, event sponsorship, etc.).
From their perspective, all of these entry-level engineers are fungible. The only reason for you not to be "just a generic entry-level candidate" is for you to be an outlier in some way that's relevant to the company and that they know about it. It's unlikely that it's your case.
Now if you start with an outlandish number, say that you tell them "I want a $500k comp package, a Bentley and a chauffeur," they'll just shrug and move on to the next candidate. If you say a high ball number (from your perspective) that's lower than what they'd give you, then you just sold yourself short.
- Keep in mind that large companies do keep track of compensation trends and have a good idea of how much you make at Microsoft, so they know how much to give you so that they'll exceed your current comp by just enough to make you leave.
You don't have the advantage of having a full time staff looking into how much you should be earning. Don't give them more of an advantage than they already have.Dec 6, 20182
- It could, and it could not. It's always hard to say. The initial number you give will always be your negotiation ceiling, just like their number will always be the negotiation floor.
The salary negotiation starts early, by the way. If they asked "oh why are you looking, why Google specifically" and you complained about your manager or compensation or whatever, they know they can offer less than if you were super happy but looking out of curiosity, or are in the process with other companies known to pay well.Dec 6, 20182
- New NatySadelaThey won't proceed unless you give your payslips. So they will know the minimum they can offer(= to current salary), but you can take efforts to push more. What I do, is never crib about current company. And say you won't mind retaining unless you get a good hike and then wait for number. Insist on them to give you market standard for ur experience. Don't budge numbers. If low balled, tell that you need x% hike.
- Say you're not willing to discuss compensation at this early stage. They don't even know if they want to hire you, how can they know how much you're worth? This early negotiation is a trick to keep salaries low. Don't fall for it.
- LinkedIn / EngSlimeI’m in the same situation as OP but I made the mistake of disclosing my current salary :(
When I asked for time to think, the recruiter just said she would try to get something higher that this. This didn’t sound good to me so later I did some research and sent her the exact numbers I wanted.
Damn guess I am making one too many mistakes.
Btw OP when you say 230$ TC how is that broken up? Do you include any one time bonus as part of your TC?