FWIW I did all of those things this article says not to do and ended up making close to 200% of my previous total compensation (which I'm happy with).
Some recruiters didn't ask me for my compensation figures upfront. Google, Microsoft, Meta, Snap, LinkedIn, and some startup recruiters never asked me for my compensation numbers up front. The only ones that did, were to make sure neither of us were wasting each others' times. Usually that meant that I didn't continue to interview with them.
Most if not all recruiters asked me where I was in the interview process and which companies I was interviewing at. I mentioned every company I was interviewing with and where I was in the process with them. I probably got lucky here as I had around 50% onsite to offer rate so I was never left in a spot where I had no leverage.
My best offers were the ones where VPs called me to try to close the process, and I negotiated directly with them instead of the recruiter.
> FWIW I did all of those things this article says not to do and ended up making close to 200% of my previous total compensation (which I'm happy with).
The article mentions this:
> Let’s say that you currently work at a startup and make $150k in cash with some amount of equity. You go to levels.fyi or a similar site and look up Facebook’s salary bands for the role you’re targeting. Let’s say those bands for total comp are $250k-$350k. Hell, that’s way more cash than you’re making now, so you decide to share that range, thinking that if those are their bands already, it does no harm. That’s reasonable, except that let’s say Google ends up making you an offer, and it’s $400k (we’ve seen this scenario happen to a bunch of our users). Now you have to walk back what you said, in which case your recruiter will invariably ask why. And now you have to reveal, before you’re ready, that you have a Google offer, which means you’ll probably end up revealing that it’s for $400k. Now you’ve set an artificial ceiling for your Facebook counteroffer to be $400k as well, when in reality that ceiling may have been closer to $450k or even $500k.
The article is about optimizing for maximum comp, and your strategy is "sub optimal" because who knows if you could have gotten 250%+ of your previous comp had you negotiated better?
Some recruiters didn't ask me for my compensation figures upfront. Google, Microsoft, Meta, Snap, LinkedIn, and some startup recruiters never asked me for my compensation numbers up front. The only ones that did, were to make sure neither of us were wasting each others' times. Usually that meant that I didn't continue to interview with them.
Most if not all recruiters asked me where I was in the interview process and which companies I was interviewing at. I mentioned every company I was interviewing with and where I was in the process with them. I probably got lucky here as I had around 50% onsite to offer rate so I was never left in a spot where I had no leverage.
My best offers were the ones where VPs called me to try to close the process, and I negotiated directly with them instead of the recruiter.