Recruiting Football Talk VIII

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#124,676
#124,676
IBlvNTmWrk said:
I would respectfully disagree with others who are suggesting various opinions of "ask for ???" regarding the salary pay. Even though it's an internal vs external opportunity, I would still focus all of your questions/conversation on the actual job responsibilities, how you can contribute to making it better, etc. and leave the salary discussion to them. If they bring it up during the interview, then obviously you need to be prepared to discuss it... but that's different than you actually asking for a certain salary that you would like them to meet.

Get the offer first!!! Once they offer then you can always counter, if desired, and still have the option to accept the position or not. Most positions have a salary range, so find out where your current salary would fit within the range of the new position and that will give you an idea of the growth potential within that position. Even if the initial offer isn't up to what you may want, the future increases could be significant depending on where you fall within the salary range.
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This. In my opinion chasing the biggest salary in a new position is not the best approach. Typically you are replacing someone who had several years experience in the role. Getting the job at a fair salary is the important part and if you’re as good as you think at said job the future salary and bonus will more than make up for the fact you might have gotten a few more dollars on the front end. Work with a good team in a great environment and the money will take care of itself. Good luck.
 
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#124,678
#124,678
Happy Friday. This week seemed to drag.

January 31, 2025: Refuse to be hurt by those who have rejected you. Rejection is a work of the enemy to break you down and make you feel small and insignificant. But, you need to know that the Lord, has not rejected you. Forgive those who have made you feel rejected, and come to Christ for healing of your soul. 1 Peter 4:3-5 For we have spent enough of our past lifetime in doing the will of the Gentiles--when we walked in lewdness, lusts, drunkenness, revelries, drinking parties, and abominable idolatries. In regard to these, they think it strange that you do not run with them in the same flood of dissipation, speaking evil of you. They will give an account to Him who is ready to judge the living and the dead.
 
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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.
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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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#124,682
#124,682
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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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.
 
#124,683
#124,683
CNeagleVolFan said:
I was on the Jefferson county team in 2011 that played Farragut in sub state. That Farragut team had Nicky Delmonico on it and was very good as every baseball team is at Farragut lol
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Did you play with Ricky Upton or had he already graduated by then? Can't remember remember what year he played tbh.
 
#124,684
#124,684
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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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.
 
#124,686
#124,686
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
 
#124,690
#124,690
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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#124,692
#124,692
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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#124,693
#124,693
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 💩
 
#124,700
#124,700
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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