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I used to think like this, but now I’m not so sure. To be clear, I’m a terrible salesperson and probably not a good manager. I’ve started to suspect that those skills aren’t as magical as they’re made to seem (so as to maintain status). Say you create a product that you’re stoked about, and you have some potential customers you can talk about it with. That’s doing sales! You might not want to do it all the time, but you might be able to do it enough to get going, and hopefully fill the position with someone with more of an aptitude and talent than yourself.
Again, I’m not advising anyone to do this, but rather coming around to the belief that I might be able to temporarily do these jobs (poorly) enough to create something basic enough to build on.
I think that’s probably true, but also quite possibly true of programming. Everyone thinks they don’t need the other roles, or can pick up enough of them on the side to get by. :-) In mobile apps especially I’ve noticed this in practice, where someone who is good at design and business and 5 years ago would’ve had to hire a programmer to build the prototype, can now pick up enough dev skills via online tutorials to put together at least the initial prototype themselves (often using some kind of RAD tool, but still). Meanwhile the person who 5 years ago would’ve been the contract programmer might think they can pick up enough design & business skills to build & market their own apps without needing that side of the team. Unclear to me what the limiting skills are as this kind of thing becomes more common in multiple directions.
A mistake I made a couple (extremely costly, in terms of lifetime interest) times was to take a job offer without other companies competing for me. Then I would get there, and talk to a more junior person who got twice as much stock because they had an offer from a competitor, and I would start to feel undervalued. For me, that feeling never went away until I moved on.
Ideally, identify an industry you are interested in, pick some companies who will view each other as competitors (multiple of which you would actually consider working for, but not necessarily all) and get them to wage a proxy war with each other via your offer letter. Make it clear that you’re talking to their competitors from the very first interaction, if possible.
People will often take your claim of a competing offer at face value (just say it’s a verbal offer) so there’s not much downside to claiming you have one, unless it can be proven false through back-channel communications (like in a tiny industry, where everyone knows each other). And here’s the thing: no professional involved in hiring will be angry if you take the other offer - that’s just how things go with recruiting. You don’t always win. So in the worst case you accept the fake offer, and come back in a few weeks when it’s “fallen though” because your erstwhile manager just found out they have to “go on a hiring freeze” or something. It sucks that this is has to be a legit tactic to get a better salary, but I bet it works.
Tech is not a tiny industry, but I can promise you, everybody knows each other.
The ethical reason not to use this strategy is the more important one, but if you need a practical reason, there it is.
It depends on the area. The big, tech cities probably have some form of back channeling. The rest of tech is distributed among all kinds of companies of different sizes in different industries. I doubt there’s much of a back channel in those.
I figure some of the executives and managers might hang out just associating with similar people. Don’t pull shit on them maybe or for those roles.
There’s just one small problem with this: you’re lying. There are other approaches to maximising your salary which don’t involve lying.
What I am finding in Sydney, Australia is that (I believe) many companies are willing to pay more than what they advertise in the job ad, so don’t take the advert as gospel. They probably want to try and get people at a lower rate, but it is tough to recruit good people in Sydney, but at the same time, with the current exchange rate a Sydney employee might be getting 33-50% less than a San Francisco one for the same job.