Recruiting Football Talk VIII

#124,676
#124,676
Devo182 said:
Career advice needed:

I'm internally applying for a position (vertical promotion).

I'm in finance, so I have access to salary pay documents. I know exactly what the last 2 folks in the position would be getting bumped up to for 2025.

My question is - should I be asking for that level of pay...or is it better to overshoot and let them drop down to that level potentially (or just get paid more than prior folks)? OR might I end up shooting myself in the foot vs a lowballing candidate asking significantly less?

There's no easy answer I suppose, but hoping someone has had an experience in this situation.
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Do you have the experience that the previous two people do at that time of their career?
 
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#124,679
#124,679
Devo182 said:
Career advice needed:

I'm internally applying for a position (vertical promotion).

I'm in finance, so I have access to salary pay documents. I know exactly what the last 2 folks in the position would be getting bumped up to for 2025.

My question is - should I be asking for that level of pay...or is it better to overshoot and let them drop down to that level potentially (or just get paid more than prior folks)? OR might I end up shooting myself in the foot vs a lowballing candidate asking significantly less?

There's no easy answer I suppose, but hoping someone has had an experience in this situation.
Click to expand...
If you’re in sales, ask for a cut of profit or a larger percentage of the cut you may be currently receiving. Shows confidence in your sales ability and will prove your company’s commitment to quality representation of their product/service.
 
#124,680
#124,680
Devo182 said:
Career advice needed:

I'm internally applying for a position (vertical promotion).

I'm in finance, so I have access to salary pay documents. I know exactly what the last 2 folks in the position would be getting bumped up to for 2025.

My question is - should I be asking for that level of pay...or is it better to overshoot and let them drop down to that level potentially (or just get paid more than prior folks)? OR might I end up shooting myself in the foot vs a lowballing candidate asking significantly less?

There's no easy answer I suppose, but hoping someone has had an experience in this situation.
Click to expand...
I had a young guy with almost zero experience asking for the same money as the guy who just retired with decades. It didn't go well for him and nearly cost him his job.
 
#124,682
#124,682
TrippieRedd said:
Got bored so I went and put in every single player we’ve recruited since Heupel has been coach (2022-2025 classes so far) and wanted break it down by position. Yes I know Heupel was here in 21.

Average recruiting ranking by position group:
- QB: .935 (usually top 150 area)
- DL: .9145 (usually around the top 250 area)
- TE: .908(usually top 300 area)
- WR: .906 (usually top 300 area)
- OL: .8956 (usually around the 400 area)
- LB: .8933 (usually in the 400 area)
- RB: .89 (usually around the 450 area)
- Secondary: .8843 (usually in the 550 area)


This includes EVERY player that has committed to us via HS/Portal.
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Be interesting to see a year by year breakdown and look at the trends
 
#124,686
#124,686
SSVol said:
I had a young guy with almost zero experience asking for the same money as the guy who just retired with decades. It didn't go well for him and nearly cost him his job.
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Which is why I've found internal movement far harder than external when you're talking about increasing base salary. Not only does your current employer know your salary history already, but I've found most companies have internal mechanisms to keep your payrate at a level lower than they'd have to pay the same candidate from outside.

Things like broad paybands that overlap, making internal moves 'lateral' or minimal at best. Or imaginary percentages they're not allowed to go over? It's truly a benefit for your current employer to bank on you're loyalty, and excitement about a new opportunity that allows them to be only competitive enough so you don't look elsewhere.

I've lost three members of my team this month to outside opportunities where they've added 50 and 60% to their base, where the normal 3% review or 5% promotion internally didn't come close.
 
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#124,688
#124,688
Enki_Amenra said:
Hero at work just said denim isn't made of cotton, it's denim.
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Denim, popularized as Canadien Tuxedo, the fabric that won the West, bloomers, knickers, dungarees, and waist pants. It is a fabric knitted from backs of blue collar labourers, and coloured by their blood, sweat, n' tears, quite literally. Denim was originally developed in early 1900's - however - due to shortage of cotton and indigo, Eli Whitney suggested weaving actual hair from blue collar workers, as America had a steady supply of that. The Indigo Girls were still 100 years away, so, being Irish. Whitney suggested boiling cabbage, and using baking soda to make blue dye. His secret ingredient - just a dash of a pin prick from arm of his trusted assistant 😷.

The rest, as they say is history. Had Eli Whitney never had genius idea. No West would have ever been won, no boot would have ever been scooted to a boogie, no horse wouldve ever been wrangled, no affliction ever, afflicted? No cross colors... History would have nothing to cut off and wear to a Florida game, no apparel to do shirtless roundhouse kick in at Roadhouse, and we would have never ever had the modern day Urban cowboys and girls we have today.

So we salute you, Mr Modern Day jean inventor guy!
 
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#124,689
#124,689
Devo182 said:
Machine learning. Human refs would need to teach it what is, say, an acceptable tug vs a hold. Then teach it a million times over until it calls it them far better than any human ever will. Once it's proven, then you release it.

Will take time and may be incremental.
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You nearly worship that 💩
 
#124,696
#124,696
Jackcrevol said:
Denim, popularized as Canadien Tuxedo, the fabric that won the West, bloomers, knickers, dungarees, and waist pants. It is a fabric knitted from backs of blue collar labourers, and coloured by their blood, sweat, n' tears, quite literally. Denim was originally developed in early 1900's - however - due to shortage of cotton and indigo, Eli Whitney suggested weaving actual hair from blue collar workers, as America had a steady supply of that. The Indigo Girls were still 100 years away, so, being Irish. Whitney suggested boiling cabbage, and using baking soda to make blue dye. His secret ingredient - just a dash of a pin prick from arm of his trusted assistant 😷.

The rest, as they say is history. Had Eli Whitney never had genius idea. No West would have ever been won, no boot would have ever been scooted to a boogie, no horse wouldve ever been wrangled, no affliction ever, afflicted? No cross colors... History would have nothing to cut off and wear to a Florida game, no apparel to do shirtless roundhouse kick in at Roadhouse, and we would have never ever had the modern day Urban cowboys and girls we have today.

So we salute you, Mr Modern Day jean inventor guy!
Click to expand...
 
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#124,697
#124,697
volsfan_17 said:
Which is why I've found internal movement far harder than external when you're talking about increasing base salary. Not only does your current employer know your salary history already, but I've found most companies have internal mechanisms to keep your payrate at a level lower than they'd have to pay the same candidate from outside.

Things like broad paybands that overlap, making internal moves 'lateral' or minimal at best. Or imaginary percentages they're not allowed to go over? It's truly a benefit for your current employer to bank on you're loyalty, and excitement about a new opportunity that allows them to be only competitive enough so you don't look elsewhere.

I've lost three members of my team this month to outside opportunities where they've added 50 and 60% to their base, where the normal 3% review or 5% promotion internally didn't come close.
Click to expand...
There was no effort on my part to keep him down. I'm happy to pay him what he's worth, since I would have to pay more to hire externally. The issue in his case was that he thought he worth much more than he actually was. He looked up the job title (operations manager) and saw dramatically higher pay scales elsewhere, but without considering that job exists in small companies of 5 and in companies 100 or 1000 times that size, as well as comparing himself to the guy with 40 years on the job and a master's degree. I proceeded to give him a fair evaluation of his performance, pointing out that while he was successful, his success was built on the efforts of a half dozen other people helping him fill the role of a legend. He got up in his feels and threatened to walk, and in doing so greatly damaged his credibility with me.

The major difference between internal and external is that you are a known commodity. I can't speak for other companies, but I love to see people progress and would have loved to have paid him what the other guy was making...but only if he was performing at his level...which wasn't close.

As for Devo, I would say it depends on who is doing the hiring. If they are older, I'd tread lightly. If younger, you might get away with being more aggressive. But in either case, understand that what an employer is willing to pay isn't strictly related to the job, it's also the person. Experience matters. Quantifiable success matters. I'll hire a guy who I think is a project, as long I think he can grow into the role given proper support, but I certainly won't pay him what I would a superstar doing the same job. And honestly, I'd rather do that. Not because I don't want to pay more, but because I value the loyalty that helping someone grow into the role tends to engender. I've lost very few people, although as a small company I likely don't pay as much as others.
 
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