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"When asked for a salary requirement, you know what the range is for that position. "
Not really. As I've said before there is pretty much no one else in the field of respiratory therapy that does anything close to what this job was asking. Sure, there are product reps and other clinical specialists. However, none of them are assisting with surgical procedures. The therapist that do clinical support for ventilator, cpap and O2 companies. Those guys typically make between 60-65k. Usually they only make a few stops a year to a hospital or DME company.
This job was more in line with a pacemaker rep. Surgeons don't do procedures like this without a rep ALWAYS present. This was something confirmed by the VP during our first interview. Pacer reps make upper 90's/low 100's base.
Also, let me emphasize. This was NOT a sales job. This was a CLINICAL job. This is something they reiterated to my previous supervisor when they called for the reference. This required a specific skill set and education. I would be making no commission. I would have NO quotas or goals. My job is going where they tell me and do what was told.
Also, is 10% of your salary annually considered a "lucrative" bonus? What were they willing to accept my offer at? 60k maybe?
"When asked for a salary requirement, you know what the range is for that position. "
Not really. As I've said before there is pretty much no one else in the field of respiratory therapy that does anything close to what this job was asking. Sure, there are product reps and other clinical specialists. However, none of them are assisting with surgical procedures. The therapist that do clinical support for ventilator, cpap and O2 companies. Those guys typically make between 60-65k. Usually they only make a few stops a year to a hospital or DME company.
This job was more in line with a pacemaker rep. Surgeons don't do procedures like this without a rep ALWAYS present. This was something confirmed by the VP during our first interview. Pacer reps make upper 90's/low 100's base.
Also, let me emphasize. This was NOT a sales job. This was a CLINICAL job. This is something they reiterated to my previous supervisor when they called for the reference. This required a specific skill set and education. I would be making no commission. I would have NO quotas or goals. My job is going where they tell me and do what was told.
Also, is 10% of your salary annually considered a "lucrative" bonus? What were they willing to accept my offer at? 60k maybe?
Just for the record, I thought mid-70s was low for the position as described. I think it went out of whack because of a combination of them knowing what your current pay is, their desire to pay the least possible, the fact that the job is hard to quantify and assign a price tag to as you said above, and them getting a "who does this guy think he is asking for $20k more than he is making now" attitude all coming to a head and they passed. It sounds to me like they will have difficulty filling that spot with a low salary but in my gut I got the idea that had you been making $70k and asked for mid-70s, they might have hired you. I only say that because of the person referencing you wanting a $20k increase which was really none of his business.
"When asked for a salary requirement, you know what the range is for that position. "
Not really. As I've said before there is pretty much no one else in the field of respiratory therapy that does anything close to what this job was asking. Sure, there are product reps and other clinical specialists. However, none of them are assisting with surgical procedures. The therapist that do clinical support for ventilator, cpap and O2 companies. Those guys typically make between 60-65k. Usually they only make a few stops a year to a hospital or DME company.
This job was more in line with a pacemaker rep. Surgeons don't do procedures like this without a rep ALWAYS present. This was something confirmed by the VP during our first interview. Pacer reps make upper 90's/low 100's base.
Also, let me emphasize. This was NOT a sales job. This was a CLINICAL job. This is something they reiterated to my previous supervisor when they called for the reference. This required a specific skill set and education. I would be making no commission. I would have NO quotas or goals. My job is going where they tell me and do what was told.
Also, is 10% of your salary annually considered a "lucrative" bonus? What were they willing to accept my offer at? 60k maybe?
10% of salary bonus is above average, but not huge.
I don't think anything you did or said was really "wrong", so please don't beat yourself up. They probably just found someone willing to do it for significantly less money and didn't want to admit that was the reason (it makes them sound cheap). They might be pissed you criticized their professionalism, but that's after the fact.
Honestly, you should just let this go. Your interviews were fine if they paid you to go back again. I'm guessing you were the "backup" person to the cheap person they were planning to hire the day you flew back. I'll bet the other person was in the 50k's, since they didn't just try to talk your price down.
Sorry this happened to you. You'll find something better.
"When asked for a salary requirement, you know what the range is for that position. "
Not really. As I've said before there is pretty much no one else in the field of respiratory therapy that does anything close to what this job was asking. Sure, there are product reps and other clinical specialists. However, none of them are assisting with surgical procedures. The therapist that do clinical support for ventilator, cpap and O2 companies. Those guys typically make between 60-65k. Usually they only make a few stops a year to a hospital or DME company.
There are similar jobs in the medical devices sales field, that's what you should have been looking at.
Quote:
This job was more in line with a pacemaker rep. Surgeons don't do procedures like this without a rep ALWAYS present. This was something confirmed by the VP during our first interview. Pacer reps make upper 90's/low 100's base.
Also, let me emphasize. This was NOT a sales job. This was a CLINICAL job. This is something they reiterated to my previous supervisor when they called for the reference. This required a specific skill set and education. I would be making no commission. I would have NO quotas or goals. My job is going where they tell me and do what was told.
You would have been part of the sales team, there is no getting around that.
Quote:
Also, is 10% of your salary annually considered a "lucrative" bonus? What were they willing to accept my offer at? 60k maybe?
It's nothing to sneeze at, and yes, if you had asked for $60K, they probably would have been interested. They were an upstart. If you had joined them and they had done well, you would have reaped the benefits. Upstarts typically don't pay great at the beginning, but the chance to get in on the ground floor and prosper if they do is enticing to many.
... in my gut I got the idea that had you been making $70k and asked for mid-70s, they might have hired you. I only say that because of the person referencing you wanting a $20k increase which was really none of his business.
The thing is, it's immaterial WHAT the OP is currently making. The company is not hiring them to perform his/her current duties. If they were, then yes, I can see a $20k or almost 30% hike in pay out of line (but not unheard of).
I wish there were some way to tell companies that it's just none of their business what our current salaries are!
The thing is, it's immaterial WHAT the OP is currently making. The company is not hiring them to perform his/her current duties. If they were, then yes, I can see a $20k or almost 30% hike in pay out of line (but not unheard of).
I wish there were some way to tell companies that it's just none of their business what our current salaries are!
That's a good thing to learn how to deflect during an interview, unless you are trying to make a lateral move for a similar salary but better company/job.
Four years ago I applied for a job in another State in my profession. My experience got me a panel phone interview. I did well on the phone interview and at the end of the phone interview they asked me if I had any questions. I stated the job posting did not mention pay and that I would like to discuss pay before proceeding. They said that pay would be discussed later provided I advanced in the interview process. A few days later they called me to schedule an 8 hour situational interview at their office and they wanted to fly me to their location for the interview. I asked them what the pay was for the job. They put me on hold, then returned to the phone to tell me the pay. The pay they stated was lower than my current pay and they said they could not negotiate the pay any higher. Then they asked me when I could fly up there for the interview. I restrained myself from laughing out loud, then thanked them for their consideration. I also informed them that I would not fly to their office for an interview for a job that would pay less than what I am currently making. They seemed shocked that I did not want to participate in an 8 hour situational interview for less pay. This was for a technical job. The COL was comparable from where I was to where I was considering moving.
If they would have just posted the pay in the original job posting on the internet we could all have saved our time for more important things.
If they would have just posted the pay in the original job posting on the internet we could all have saved our time for more important things.
I never posted pay for positions as I often had a $50K variance depending on the candidate--and I didn't want to get into a tug-of-war with a candidate I really liked but would take a year or more to develop, during which time I was not about to pay on the higher end of the scale. I did however always ask for a salary range in the cover letter, and anyone who was more than I was willing to pay got a TBNT.
I never posted pay for positions as I often had a $50K variance depending on the candidate--and I didn't want to get into a tug-of-war with a candidate I really liked but would take a year or more to develop, during which time I was not about to pay on the higher end of the scale. I did however always ask for a salary range in the cover letter, and anyone who was more than I was willing to pay got a TBNT.
I gave them my current pay in the application process. While attempting to schedule the situational interview they said there were only two other candidates who advanced in the hiring process. The variances in pay in my job are not $50k variances. I was only looking to maintain my current pay considering the COL in their area was similar to the area I lived at the time.
I did get a new job in the same State with a different company. The COL is much better on this side of the State. I negotiated my pay for my current employer and I am doing well.
Regarding the part of your post I changed to red: Why would you not pay for the talent the company needs? Seems like the company gets what they pay for using that reasoning. Of course, the candidate must be worth the price, which I believe I am.
Wow. There's a way to correct or edit a THREAD TITLE.
I didn't know you could do that.
How do you do it?
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You'll find something better.
I feel your pain
