Recruiting Football Talk VIII

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#124,701
#124,701
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.
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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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#124,705
#124,705
SSVol said:
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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@SSVol , sorry, I was speaking more in generalities than the specific illustration you'd provided. You're right, I've noticed an entitlement, especially within the younger (late 20s - mid 30s), I've dealt with. I have team members that once they hit 3 years of experience (not in the role, but in a job fresh out of college) they expect to be promoted and making close to their piers with 20 years plus experience. It's crazy.

Sorry if I've diverted the original discussion on the topic, it's something that's been weighing on me recently.
 
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#124,706
#124,706
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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Don't just walk in and say "this is what I want." Bring facts from your work experience that show why you are worth the value that you are looking for.
 
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#124,709
#124,709
Enki_Amenra said:
Maybe the dudes around him are tall or he's shrunk a lot with age. I always thought he was like 6-4/6-5. He looks about 5'11.
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6'1"-6'2"

Arnold is very bright. Very detailed recollection, maybe even possesses a photographic memory.

An enigmatic figure with a gravitational personality. How often do successful people have THAT story? Many often said he was NEVER the biggest, strongest, or even most well liked. No one worked harder, smiled bigger, and sold himself like Arnold.

As a result...IMG_7364.jpeg
Lou Ferigno was larger than life. 6'5" 250-290.

If ever there were a life lesson and testament that power of positivity and belief in one's self (confidence), and appreciation of. Its Arnold.

Many said its these attributes that made him larger than life on stage:

great read

Loading…

www.amazon.com
 
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#124,711
#124,711
knoxvol52 said:
When Jerry Buss passed away is when players didnt want to come to Lakers Organization. They still have that problem only reason LeBron is there is because of his marketing and Lakers gave away the future to acquire AD. Please don't get me started about that bum Westbrook who LBJ so desperately needed on the Lakers,
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Yes, agreed. Lakers gave away their future by sending away almost all of their top picks on the team and so many first round draft picks. I've not been impressed with Rob Pelinka nor Jeanie Buss.
 
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#124,713
#124,713
Jackcrevol said:
6'1"-6'2"

Arnold is very bright. Very detailed recollection, maybe even possesses a photographic memory.

An enigmatic figure with a gravitational personality. How often do successful people have THAT story? Many often said he was NEVER the biggest, strongest, or even most well liked. No one worked harder, smiled bigger, and sold himself like Arnold.

As a result...View attachment 718544
Lou Ferigno was larger than life. 6'5" 250-290.

If ever there were a life lesson and testament that power of positivity and belief in one's self (confidence), and appreciation of. Its Arnold.

Many said its these attributes that made him larger than life on stage:

great read

Loading…

www.amazon.com
Click to expand...
Dang, ole Lou was really a giant
 
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#124,717
#124,717
January 31, 2000

Following the end of the Super Bowl, Ray Lewis and a group of his friends went to the Cobalt Club, a well-known spot in the Buckhead district of Atlanta, arriving in the early hours of Jan. 31, 2000.

Among Lewis' entourage were Joseph Sweeting, a long-time friend of Lewis', and Reginald Oakley, a newer friend of Lewis'. Per the report, Sweeting and Oakley went to Sports Authority where Lewis was signing autographs and purchased folding knives the day before the Super Bowl.

The Post reported that around 3:30 a.m., the group, which consisted of about 10 people, went outside, and Oakley began to get aggressive with two other patrons of the club, who were also part of a group of around 10 people. Oakley wound up being hit in the head with a champagne bottle, kicking off a brawl.

The incident took place about 200 yards from the Cobalt lounge, where two men, 21-year-old Jacinth Baker and 24-year-old Richard Lollar, were both stabbed multiple times. Neither survived to reach the hospital.

As this was going on, Lewis reportedly was attempting to stay out of it inside the limo. He testified that he said he doesn't fight. The limo drove away after the two were stabbed and gun shots were fired at the tires of the vehicle. When the limo reached a parking lot, Lewis reportedly told everyone to be quiet, and added: "This ain't going to come back on nobody but me," according to the Post.

The limo went to Sweeting's hotel, and Lewis left to get a cab back to his hotel. Police found the limo at the hotel. It had several bullet holes and had blood on the inside. The Post noted that the driver of the limo, Duane Fassett, was found by police in the lobby of Sweeting's hotel, and claimed Sweeting, Oakley and Lewis were all fighting, and that both Oakley and Sweeting verbally claimed to have stabbed the people against whom they were fighting. Blood was found in Lewis' hotel room, but Lewis was not there, according to the Post.

It was reported police obtained a knife from the scene that was believed to be one of the murder weapons. Not found by police, or anyone, was Lewis' suit that he wore that night.

Lewis, Sweeting and Oakley were charged with murder, felony murder and aggravated assault on Feb. 11, 2000, in the deaths of Lollard and Baker. Lewis was arrested with no bail set.

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