Salary expectation on initial questionnaire
- Thread starter mac1
- Start date
You went too high, they'll have interviewed all the people who put 65k or less
Must be the only reason
Soldato
- Joined
- 30 May 2012
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- 2,513
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- Bristol
I also think like others have said that going for the top doesn't mean they'll overlook you- as long as you are the right candidate. When I was looking for my current job I had two other offers which were both at the top of the advertised range and my current role they actually went 5K over the top of the range. Ultimately if they are willing to pay that then that means they are fine with people asking for it.
All+20%
I meant to reply to this sooner.
I've recently moved to a new role and company, yes it had a pay increase but not at the net 20%. However, all I wanted to share (which I keep telling myself), sometimes it can be worth it if there is a greater aim / experience to be gained. If you go on best intentions that is. I've moved for money before, didn't enjoy the job / culture and it was a horrible time.
This time around for me, it was the ability to network with those I wouldn't usually and of course having more responsibility / technically a promotion. My aim is to get a role in a fintech, so I'm hopeful adding a little more to a CV will do that (even if its a just a year thing).
I've recently moved to a new role and company, yes it had a pay increase but not at the net 20%. However, all I wanted to share (which I keep telling myself), sometimes it can be worth it if there is a greater aim / experience to be gained. If you go on best intentions that is. I've moved for money before, didn't enjoy the job / culture and it was a horrible time.
This time around for me, it was the ability to network with those I wouldn't usually and of course having more responsibility / technically a promotion. My aim is to get a role in a fintech, so I'm hopeful adding a little more to a CV will do that (even if its a just a year thing).
In large orgs there’s business job grades that cover a very large range of roles. AKA how important the role is to the company. In my current and previous job, I had this and a technical job grade. Which is how technical difficult is my role.
Come end of year review, I had to fill out two.. one covering the business aspects and the other covering the technical aspects.
My role has the same business job grade as my boss’.
This is what HR tend to base their salary brackets on.. the larger the org, the bigger the spread as there will be more roles in the larger org with that business title. Some orgs have sub grades within the brackets which often doesn’t get mention, as those are achieved by promotion.
It also sets up the non technical expectations like management level, training/coaching requirements, legal responsibilities etc.
Yeah my boss manages me.. but i mange infrastructure, projects, major issues etc. Delivery coaching to my team mates, training to other departments.. have legal responsibilities to not **** up.
It allows me to apply the correct level of pressure to other business departments and team to ensure that I can deliver what I’m paid to do. And stops other people from interfering, for example someone could have the word manager, leader or head of… in their job title but have a lower business grade as they are managing a small team of people who look after the office equipment.
HR will know what kind of pay the current members of the team is on, what other applicants are asking and what similar roles are being paying in other like for like orgs. Anyone asking for a lot more or a lot less would stick out.
A good HR staff and the local manager will adjust the offering salary accordingly.
When I was asked how much I wanted, I just googled the job role and went for the middle of the average of serval jobs. I was moving from public to private so it would have been an 20% up lift anyway.
My boss spoke to HR after my interview and changed it to a 45% uplift to place me accordingly inline with what the others in the team was getting paid. He didn’t want me finding out later, getting upset and then leaving or have to uplift my salary afterwards. This included a living in London boost as all the others lived in London, and it wasn’t my fault that I didn’t. They also know what staff turn around and how difficult it is to hire for the position, they don’t want to hire someone for that person to be offered enough more by a different company and for them to leave.
Having said that, salary isn’t the only consideration. It’s about the total compensation package.. number of holidays, bonuses, share awards, health plans etc and working environment.
Come end of year review, I had to fill out two.. one covering the business aspects and the other covering the technical aspects.
My role has the same business job grade as my boss’.
This is what HR tend to base their salary brackets on.. the larger the org, the bigger the spread as there will be more roles in the larger org with that business title. Some orgs have sub grades within the brackets which often doesn’t get mention, as those are achieved by promotion.
It also sets up the non technical expectations like management level, training/coaching requirements, legal responsibilities etc.
Yeah my boss manages me.. but i mange infrastructure, projects, major issues etc. Delivery coaching to my team mates, training to other departments.. have legal responsibilities to not **** up.
It allows me to apply the correct level of pressure to other business departments and team to ensure that I can deliver what I’m paid to do. And stops other people from interfering, for example someone could have the word manager, leader or head of… in their job title but have a lower business grade as they are managing a small team of people who look after the office equipment.
HR will know what kind of pay the current members of the team is on, what other applicants are asking and what similar roles are being paying in other like for like orgs. Anyone asking for a lot more or a lot less would stick out.
A good HR staff and the local manager will adjust the offering salary accordingly.
When I was asked how much I wanted, I just googled the job role and went for the middle of the average of serval jobs. I was moving from public to private so it would have been an 20% up lift anyway.
My boss spoke to HR after my interview and changed it to a 45% uplift to place me accordingly inline with what the others in the team was getting paid. He didn’t want me finding out later, getting upset and then leaving or have to uplift my salary afterwards. This included a living in London boost as all the others lived in London, and it wasn’t my fault that I didn’t. They also know what staff turn around and how difficult it is to hire for the position, they don’t want to hire someone for that person to be offered enough more by a different company and for them to leave.
Having said that, salary isn’t the only consideration. It’s about the total compensation package.. number of holidays, bonuses, share awards, health plans etc and working environment.