Recruiting/Closing Candidates
I am a Recruiter and I am looking for different ways on what it would take for you to accept an offer if comp/equity is lower than expected. What else besides mission/values/culture/wfh/travel/PTO/career growth/title etc. would it take to get you? Does it come down to the work you would be doing to say yes?
It’s either work or pay.
Commute, benefits.
Title
💰 💵 💴 trumps when you’re a senior. I’ll explain...when you’re a senior, you’re most likely looking past work and trying to get to financial independence as fast as possible, hence the need for more money quickly. When you’re just starting out, you don’t really think about that, more of just fun, or the chance to make it big at a startup. I know as I’ve grown older I have MANY more interests other than work, and would love to have the option of continuing the rat race, rather than having to participate in it.
Forget about fang employees. You should target old tech like oracle, Cisco etc. they would be easier to obtain.
Span of responsibility with title, then be prepared to lose them.
Can you say a bit about what an exploding offer is?
Offer that is only valid for a short period of time, basically anything less than a week. Senior candidates will see right through it and turn it down. It really damages the company’s brand and makes it sound pushy and desperate. The tech circle is really small and candidates will talk to others about it so avoid at all costs.
How much leeway do you actually have to offer these things as a recruiter? It seems like you're asking how to spin an offer rather than how to improve it. 👎👎
This guy gets it. I feel so stupid typing a detailed reply.
Green Card Policy
For experienced folks - no. It's 💰💰. Unless of course recession.