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Old 07-30-2013, 07:55 AM
 
Location: Western Washington
9,010 posts, read 8,429,998 times
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Assuming other benefits are equal, I would not move for 10%, and probably not 15% either. I would think 'compelling' starts to kick in at 20%.

I am including the fact that I like my job and a move may not be as nice a workplace.
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Old 07-30-2013, 08:03 AM
 
3,083 posts, read 4,660,225 times
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Quote:
Originally Posted by fishbrains View Post
Assuming other benefits are equal, I would not move for 10%, and probably not 15% either. I would think 'compelling' starts to kick in at 20%.

I am including the fact that I like my job and a move may not be as nice a workplace.
You bring up a valid point. It really depends on how much you like your current job. For some, a complete lateral move would do it just for the opportunity to do something new or better in the future. Some might even be willing to take a pay cut because they hate their current job so much. But, as this poster states, liking your current job will require a much bigger incentive to move.
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Old 07-30-2013, 08:10 AM
 
1,817 posts, read 3,783,893 times
Reputation: 1978
Quote:
Originally Posted by fishbrains View Post
Assuming other benefits are equal, I would not move for 10%, and probably not 15% either. I would think 'compelling' starts to kick in at 20%.

I am including the fact that I like my job and a move may not be as nice a workplace.
I would agree with this in general. I'm honestly hoping for 20%. I probably would take 15% for this role, as I think its a better growth opportunity, but I'd probably also try to negotiate the initial offer as well. We'll see what they come back with.
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Old 07-30-2013, 09:01 AM
 
Location: Portland, Oregon
10,011 posts, read 16,685,481 times
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Pencil in the better 401(k) match.

You have only discussed salary, have you considered PTO? Usually they cannot change their policy to reflect your length of service with your current employer but they could 'buy out' a year or two with a signing bonus - even a deferred signing bonus.
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Old 07-30-2013, 11:34 AM
 
1,817 posts, read 3,783,893 times
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PTO would be a wash in the near term and would be significantly better at the new company if I were there multiple years.
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Old 07-30-2013, 02:36 PM
 
5,917 posts, read 6,727,222 times
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"Compelling" is NOT 10-15%.

Compelling means that you are blown out of your shoes by their offer.

With all of the hassle of changing jobs, and the possible disruption to your career(assuming you are doing well where you are), 10-15% is a lateral move.

50% is compelling.

Head Hunters have a vested interest in you jumping at a 'compelling' (any) offer because they get paid. Their idea of compelling, and your idea of compelling, might be two very different things.

Caveat Emptor.
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Old 07-30-2013, 03:47 PM
 
Location: SF Bay Area
13,343 posts, read 17,425,223 times
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What if the new company is a start-up and "compelling" to them means same comp/benefits but you get substantial stock options at or close to founder's prices (I don't know, say, 100k shares at .05/share)?
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Old 07-30-2013, 05:10 PM
 
1,817 posts, read 3,783,893 times
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Quote:
Originally Posted by Ted Bear View Post
50% is compelling.
As much as I would love a 50% raise, I don't think that is realistic. That would be akin to me jumping 3 grade levels at my current company. Now, I hear you that 10-15% is not really compelling, so I'm cautiously optimistic it'll exceed my expectations.
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Old 07-30-2013, 05:12 PM
 
1,817 posts, read 3,783,893 times
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Quote:
Originally Posted by jaypee View Post
What if the new company is a start-up and "compelling" to them means same comp/benefits but you get substantial stock options at or close to founder's prices (I don't know, say, 100k shares at .05/share)?
Sure, if I was applying to Facebook pre-IPO, I would've jumped at this opportunity. But, this is not a pre-IPO start-up I'm applying at.
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Old 07-30-2013, 05:37 PM
 
Location: San Francisco
2,279 posts, read 3,930,213 times
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Considering my current compensation package (including RSUs), and level of happiness with my job and workplace...

If a recruiter called me out of the blue, in order for an offer to be compelling it would:

- have to include a 15% minimum salary increase. I likely wouldn't consider anything less than 20% unless the job itself offered some amazing opportunity.
- compensate for lost RSUs -- I'm flexible on how
- include RSUs as part of a sign on bonus
- other benefits, medical, 401k, etc would have to at least match what i have currently.
- the job itself would have to be very attractive to me; it should offer me opportunity that I currently lack.
- company would have to be stable. No sense in jumping ship to a company likely to fold within a year.

I'm also not at a point in my life where I'm interested in jumping ship for a start-up. I did in my younger days, and I could be open to it later in my career (when my mortgage is paid off!), but I don't feel comfortable risking financial stability for the risk/opportunity factor.
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