Anonymous wrote:

Anonymous wrote:

We have this policy at work. It's way to hard to manage different accruals for different employees. We also had issues with incumbent employees finding out that new hires negotiated more PTO and then wanting it for themselves.

Yeah, I can appreciate that. But it sure makes it hard to either attract more senior level people (15 - 20 years experience, right in that sweet spot of their career) as a recruiter, and/or to leave as an employee.

I've technically got unlimited PTO, but in practicality I have 5 weeks (+ 2 weeks holidays). I would be hard, hard pressed to drop back to 2 weeks and many companies don't even offer that until a year in.

It's a tough choice.

PTO, flexible work hours and amazing health insurance for low cost is what keeps me at my job. I know I could get a higher salary elsewhere but it's not worth the trade off.

OP-- open up excel and figure out exactly how much you are giving up for this position. 15 days for PTO times your currently hourly rate plus the 1200 in extra health care. You may want to consider asking for more than the $150

Anonymous wrote:

We have this policy at work. It's way to hard to manage different accruals for different employees. We also had issues with incumbent employees finding out that new hires negotiated more PTO and then wanting it for themselves.

Yeah, I can appreciate that. But it sure makes it hard to either attract more senior level people (15 - 20 years experience, right in that sweet spot of their career) as a recruiter, and/or to leave as an employee.

I've technically got unlimited PTO, but in practicality I have 5 weeks (+ 2 weeks holidays). I would be hard, hard pressed to drop back to 2 weeks and many companies don't even offer that until a year in.

It's a tough choice.

Anonymous wrote:I do think you should ask for more.

I agree with asking for PTO, but I'm finding that more and more companies are inflexible with this part of the compensation package. I find it ridiculous, but some companies are now sticking pretty firmly to their published years/PTO guidelines as a matter of policy. So don't be dismayed if they won't flex there (although it is REALLY tough to lose PTO... I personally think the companies are starting to do it en masse to make jumping ship less attractive).

We have this policy at work. It's way to hard to manage different accruals for different employees. We also had issues with incumbent employees finding out that new hires negotiated more PTO and then wanting it for themselves.

This is why you never, ever disclose what you currently make. Companies exploit it. Their concern should not be with what you are currently making, it should be with getting you to work for their organization.
When they ask: What are you currently making - be vague. Or ask them, 'What is the pay range for this position?'

It all depends on what aspects of the offer they're willing to negotiate. PTO and benefit costs are hard to negotiate, but money is always a way to make up for them.

Anonymous wrote:Ask for $155 and PTO match. Don't sell yourself short.

This

I do think you should ask for more.

I agree with asking for PTO, but I'm finding that more and more companies are inflexible with this part of the compensation package. I find it ridiculous, but some companies are now sticking pretty firmly to their published years/PTO guidelines as a matter of policy. So don't be dismayed if they won't flex there (although it is REALLY tough to lose PTO... I personally think the companies are starting to do it en masse to make jumping ship less attractive).

I would ask for 170

Ask for $155 and PTO match. Don't sell yourself short.

Ask that they match the PTO at your current job. Be more flexible with the $$.

Thanks, PPs. You make great sense and I'm not sure why I'm so hesitant. I guess part of me is surprised to be lowballed but I won't be happy if I take the lower offer.

-OP

Anonymous wrote:Absolutely you should negotiate. Are you sure you don't want to ask for more than 150k? Maybe at least ask for 155k?

This. Especially because of the loss of the match and increased premiums.

Absolutely you should negotiate. Are you sure you don't want to ask for more than 150k? Maybe at least ask for 155k?

If you think you are performing at higher than the base of the salary range, I would ask for more $ as well. If you only ask for the minimum = that is what you will get.

I've just received an offer and it's for $5K less than what I was initially told was the base of the pay band for the position I was applying for. Was told the start of the pay band was $150K and was offered $145K. I feel lowballed and wonder if I should push for the $150K I was initially told was the baseline for this position.

While it is a raise as compared to my current job, and no doubt the recruiter used my current comp as a start point, I am confident that I'm undercompensated at my current company (have solid evidence of this, so it's not just a hunch). I've consistently been a top performer for several years so this has not endeared me to my current employer.

Additionally the PTO (inclusive of all sick leave, too) offered is half of what I have in PTO now (15 days vs 30 days), so I'd be making a sacrifice there.

Lastly, health care premiums are $1200 more a year for the same plan I have now, and 401K matching is less and doesn't start until after the first year of service.

Pluses for this job are the work - very interesting - and that I'd have a shorter commute (less than 30 minutes each way). I like the company overall - really liked the people I met.

I support three kids on my salary so the $5K makes a difference to me - every dollar counts. Also there are other factors like the fewer days of PTO that might mean that I'm paying someone to watch my sick child as opposed to being able to take the day off myself.

What are your thoughts? I'm thinking of calling the recruiter on Monday and saying, politely, that $150K is my minimum and that I'd like an increase in PTO days from 15 to 20 days. Value any constructive guidance. Thank you!