Prospective employer negotiation notes

February 10, 2021

Contract to hire is an arrangement where you sign up with a contracting agency that serves as your “employer” for the duration of the contract–typically 3-6 months–while you perform work for a client. After that, if you are fortunate, you get the joy of re-negotiating employment with the client (with your contract ready to terminate–tick, tock). If you are less fortunate, you get to go through the whole job-search process again. Hurray.

Introduction

I don’t mean to be inconsiderate. In fact, quite the opposite. If I’m working with a recruiter and indicate that a certain arrangement is not acceptable, or that a certain salary range is required, etc., and that isn’t taken into consideration or relayed appropriately–this wastes everyone’s time. If we, say, get to the offer stage and what you offer is $20k less than the minimum I stated clearly up front This is a real thing that happened. , I’m not going to accept.

Rule #1: Let’s not waste everyone’s time if we can help it.

Negotiation notes

These notes were written in February 2021 and reviewed in December 2022When actually published, as I reboot the blog. . If they change significantly, I’ll make a new post.

Contract to hire = Nope

I have done it in the past, and it may be fine for some people, but I’m not interested. It puts me in a seriously disadvantaged position relative to the prospective employer. It is a big commitment for me to change employers, my downside risk is huge, and my ability to absorb that risk is far less than that of the prospective employer (at least, one would hope). If your first move is to limit your risk with me as far as humanly possible, you give me no reason to trust you. It feels like negotiation in bad faithBecause it is. .

Salary

I need to know at least the budgeted salary range before we interview. If you’re reaching out to me with a prospective offer, or posting a job somewhere, include a salary range. If you straight-up can’t afford me, let’s get that out of the way up front. See rule #1.

Work/life balance

I don’t want to be on an on-call rotation. I don’t want to be bothered far outside of normal working hours. If these concerns apply to the role, it isn’t a deal breaker, but do anticipate that I will ask for compensation.

Culture and leadership

I do not tolerate back-stabbing, having credit for my work stolen, being lied to, bullying behavior, or any other number of things that can be expected to happen in a toxic workplace. I do not tolerate these things happening to others. Anticipate that I will ask questions on this topic, as it is a deal-breaker for me.

Raises and bonuses

Excellent performance needs to be financially compensated in kind. If that isn’t part of your business plan, then neither am I.

Timeliness

If we go through an interview and you ghost me for more than two (2) weeks, don’t bother contacting me further, because I’ve written you off. I don’t know what kind of janked up hiring process you have, but it reflects extremely poorly on the remainder of your organization if you can’t make a decision and get back with an offer package in two weeks, and it reflects poorly on you that you failed to communicate the delay.

Remote

Fully remote or no deal. Commuting is a waste of time. See rule #1.

Prospective employer negotiation notes - February 10, 2021 - Tom Stowell