[HN Gopher] How to Set Low Expectations at Your Two Remote Jobs
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How to Set Low Expectations at Your Two Remote Jobs
Author : oriettaxx
Score : 65 points
Date : 2021-12-23 21:44 UTC (1 hours ago)
(HTM) web link (overemployed.com)
(TXT) w3m dump (overemployed.com)
| revskill wrote:
| There's a time i worked like 4 jobs at the same time. Such a
| nightmare and my advice is, just keep at most 2 jobs only.
|
| The key to success to me, is to kill procastination as fast as
| possible, seeking for help as soon as possible. Relax well, eat
| well. The job is getting the job done, not broken.
| lanevorockz wrote:
| Americans are finally catching up to Third World standards. It's
| pretty common to work two jobs and juggle between them, it's just
| that you used to be able to have a decent life with one revenue
| stream. It seems that after covid this will no longer be the
| case. ;)
| dreyfan wrote:
| Only two? [1]
|
| [1] https://news.ycombinator.com/item?id=27454589
| vnchr wrote:
| As a remote manager, I find this list of red flags helpful for
| future reference.
| mise_en_place wrote:
| Just be careful what you wish for. One coworker of mine at a
| previous company did this and burned out really quick. He had a
| family (16 year old son and 9 year old daughter) and could never
| use vacation to spend time with them. He would use vacation time
| at one company to catch up on work from the other. He offered me
| once to join a team to have two remote jobs but I declined. But I
| did admire his tenacity and sacrifice for his children.
| herpderperator wrote:
| My expectations were pretty low. The website delivered:
| https://www.dropbox.com/s/oaiipqmos484ojs/low_expectations.p...
| synergy20 wrote:
| The page is inaccessible now, resource limit reached.
|
| for any given hi-tech job these days, the employee agreement
| always states this is your sole job per contract and all your
| inventions belong to your employer too(not just the 40 hours per
| week), especially for full-time w-2 jobs. How could you have two
| in parallel? are we violating the hiring contract here?
|
| Assuming two jobs have no conflict of interests of course,
| otherwise it's illegal in most cases and nobody wants to do
| that(other than it's too unethical)
| novok wrote:
| A pattern I've noticed with double job workers:
|
| 1. They tend to work double jobs at frankly lower tier companies
| with lower standards and significantly lower pay. Because the
| companies are lower tier, they stagnate in their career growth
| because the company is not teaching them good skills. And you
| cannot put both jobs in your resume, only one on top of that, and
| this will show up in future background checks.
|
| 2. Because of double working, they are pretty much guaranteed to
| not get promoted beyond the standard terminal level.
|
| 3. They think that promos (like this article), are at most only
| %10, while promos are more like a x1.5 to x2 of your income.
|
| 4. You cannot work at proper startups and learn a ton, because
| the workload would be way too high for this strategy.
|
| Real example: One person I know has 2 $150k jobs for a total of
| $300k. If they joined as a jr engineer at a FANGMULA or
| equivalent, they would be making $300k, not be fucking stressed
| about the duplicity that is working 2 jobs, learn more because
| it's a better company and get promoed to sr engineer within a
| year or two and make $400-500k instead. If they have ambition,
| they can cross the leadership rubicon (either through becoming a
| staff engineer or manager) and make even more, reaching up to
| $700k-$1M eventually.
|
| Maybe if your having a hard time breaking into startups or
| FANGMULA and your just starting out, this might be an ok
| strategy, but beyond that, it's not a good idea.
| odonnellryan wrote:
| For a short time I was "working two jobs" as part of a
| transition (everyone was aware) and I found it almost
| impossible to even manage one or two meetings a week at each
| job - conflicts were crazy.
|
| What are you supposed to do when you have a conflict, if you're
| keeping things secret? "that time doesn't work for me" "uh,
| why? I just hired you. You have another meeting?"
| redisman wrote:
| This is kind of an absurd counter. Not everyone can just choose
| to become a high level engineer at the handful of the most
| selective companies in the world.
| endisneigh wrote:
| > Real example: One person I know has 2 $150k jobs for a total
| of $300k. If they joined as a jr engineer at a FANGMULA or
| equivalent, they would be making $300k, not be fucking stressed
| about the duplicity that is working 2 jobs, learn more because
| it's a better company and get promoed to sr engineer within a
| year or two and make $400-500k instead. If they have ambition,
| they can cross the leadership rubicon (either through becoming
| a staff engineer or manager) and make even more, reaching up to
| $700k-$1M eventually.
|
| Sometimes I wonder if the people saying this stuff really even
| work there. It's not impossible, but the kind of person who
| would be promoted that fast wouldn't be working two crappy jobs
| to begin with.
|
| Not to mention even if you were promoted you wouldn't go from
| $300K to $500K. You think getting promoted at FAANG gives you
| an over 50% increase in total comp?
|
| You should join one if you're not already there and read about
| how people are complaining about less than 6.7% (last inflation
| report) raises during company meetings and less than 10% even
| when promoted.
|
| lol
| Aeolun wrote:
| > They think that promos (like this article), are at most only
| %10, while promos are more like a x1.5 to x2 of your income.
|
| This is not true in most of the world I believe.
| GnomeSaiyan wrote:
| Nobody is making $300k as a junior engineer. And certainly not
| getting promoted to senior engineer within a year on top of
| that. Stop talking out of your ass.
| olingern wrote:
| > and this will show up in future background checks.
|
| I'm not interested in working two jobs, but can you provide
| some sort of reference around this?
|
| My last two background checks included no employment info and I
| was fairly certain private sector jobs have no reporting
| outside the IRS, hence ridiculous interviews.
| picodguyo wrote:
| AKA How to end up with zero remote jobs.
|
| Seriously, don't do this. Just because you can exploit a system
| doesn't mean you should.
| HPsquared wrote:
| It's ironic that a site about working two simultaneous jobs has a
| "resource limit exceeded" error.
| [deleted]
| meirelles wrote:
| OMG, again? Are we going to see this every week now? This guy has
| two jobs already and still has time to brag about and promote his
| blog. Please don't ruin the remote work for us.
| throwaway5371 wrote:
| jiveturkey wrote:
| disagree with the overcommunication. overcommunication means your
| boss has too much sense of where you are or where you are
| claiming to be. and more work will be tossed over to you. always
| accept new work and just drop 50% of it without further reporting
| on it.
|
| otherwise, yeah I always set low expectations. On day 1, I show
| up late to orientation. always. It's worked great for me over a
| long career. (single jobs, not dual, although in school I always
| maintained 3-4 concurrent part time gigs)
|
| website worked for me but the menu part didn't load correctly. it
| looks quite poor. too bad it's not intentional.
|
| there's only 1 time of year when you perform. the 2 months before
| perf eval.
| xwdv wrote:
| This is a litmus test. If your mentality is that you are paid for
| your time, not for your value, then I guess you will always carry
| guilt about working multiple jobs.
|
| If however you feel zero guilt, it is because you have
| internalized your true self worth. It shows you understand the
| value you bring to a company and the value of a company having a
| fully onboarded developer hot and ready to go whenever a crisis
| happens. You are not merely an ass sitting in a chair.
|
| Once you learn that your value as a developer has no relation to
| time and space, you can truly ascend to the next level of social
| class.
| bellyfullofbac wrote:
| Haha, the error message is a bit ironic when talking about
| working 2 full time jobs:
|
| Resource Limit Is Reached - The website is temporarily unable to
| service your request as it exceeded resource limit. Please try
| again later.
| zekenie wrote:
| Hilarious
| bearbin wrote:
| Archive:
| https://web.archive.org/web/20211117171239/https://overemplo...
| kuyan wrote:
| Redirect loop for me but I can load the page if I disable
| Javascript.
|
| Here's a copy of the text (keywords: mirror, archive):
|
| > How To Set Low Expectations At Your Two Remote Jobs > On
| April 12, 2021 By Chloe T. In Corporate Life, Multiple Remote
| Work, Tactics
|
| > One of the keys to success while working two remote jobs is
| communications and setting low expectations with your boss. You
| want to give the perception of meeting standards while striving
| to overachieve in your primary "keeper" job. You want to set
| yourself up for success, and by success, we mean keeping the
| two remote jobs for as long as possible. Naturally, with
| working two jobs, one job will be more demanding than the
| other. The strategy is to set the workload low in at least one
| of the two jobs so you can navigate spikes in workload.
| Remember, the end goal here is to have dual income streams and
| reach financial freedom sooner.
|
| > Why Is Perception And Setting Low Expectations Important For
| Remote Work
|
| > We've heard it before, perception is everything. This HBR
| article illustrates a great example of how perception matters
| at the end of the day, not the real story. The fact is if
| you're perceived as a hard worker, it doesn't matter what you
| do behind the scenes. In the two job game, you want to be
| perceived as someone who meets expectations. While in reality,
| your aim is to do the minimum and get by; don't get fired while
| secretly hoping to get laid off. A strategy to achieve a
| positive perception (and outcome) is accomplished by setting
| low expectations with your manager.
|
| > Why Setting High Expectations With Your Boss Is A Waste Of
| Time
|
| > Let's first start by going over what everyone tells you to do
| - set high expectations, get promoted. Yes, this leads to more
| money. That's great. But let's look at the ROI because all
| great employees and MBA's should care about the ROI on behalf
| of the company.
|
| > But what about your Personal ROI's? Indeed's research
| concluded that the average employee raise is 3%. It may be a
| bit higher in tech, so let's say 5 - 10%.
|
| > You might need to put in 30% more hours, more stress, more
| work to get a minimal increase in your salary. To me, setting
| those high expectations to get a promotion is a waste of time.
| You can get a second job and easily give yourself an 80%
| "raise" for your work. Also, I'm a good employee by being
| mindful of ROI's, my own.
|
| > What I've Learned About Setting Low Expectations From Years
| of Working
|
| > What I've learned is expectations need to be set from day 1.
| I once worked with a new senior manager who always left at five
| o'clock since his very first day. New hires usually stay late
| to ramp up quickly. Not this guy. He set the expectation that
| he would leave the office by five and stuck by it every day. It
| was genius. A year into the job, he's still shutting down at
| five while the rest of us kept working.
|
| > For managers, it's typically hard to have that conversation,
| "can you put in more hours?" If your manager adds new tasks,
| just be clear you cannot complete them in the timeframe given.
| If you're labeled as the "guy who leaves at five," people won't
| give you more work knowing you can't get to it. More work is
| assigned to you once you do a great job, and it is an endless
| circle. This story is just one example, but the lesson is to
| set expectations early and set them low. That way, the only
| place to go is up.
|
| > Once you set high expectations, you're always going to fail
| if you don't meet them. Like the concept behind the HBR
| perception article, you can have done great work but once you
| fail to meet the expectations that's what people remember. How
| many times you think you did a great job, but when you have
| your review, your boss mentions all the "failures" and missed
| expectations. Sound familiar?
|
| > How To Set Low Expectations At Work With Your Manager
|
| > Let's get into how you can set low expectations while working
| your two remote jobs. As we mentioned, set these expectations
| early.
|
| > Be The One To Drive The Conversation
|
| > Don't ask what your boss's expectations are; set them
| yourself. Instead of going into the conversation by asking what
| their expectations are, set and communicate them to your
| manager. By asking what their expectations are, you are putting
| yourself in a corner. In developing your own low expectations
| and communicating them, you are placing the burden on your boss
| to have that difficult conversation with you to say otherwise.
| Psychologically, it's harder to say no, than to say yes. Let
| your boss be the one to say no to you. As a new employee,
| you're most likely to slide by for the first review cycle with
| this method.
|
| > Communicate Often And Early
|
| > Being a great communicator can be a great asset. Think about
| those who do great work and are not great communicators. What
| about those who do mediocre work but can communicate. Who do
| you think will be looked upon more favorably? Set your
| expectations and make them visible to everyone to know what to
| expect. Take this as an opportunity to improve your
| communication skills. With practice comes mastery.
|
| ...
|
| > As you can see from this example, the employee
| overcommunicating comes across as more trustworthy and in
| control. That's the perception you want to convey. Even though
| something is not on track, or you haven't started at all, just
| the fact you are communicating the details along the way,
| people are more comfortable. Also by communicating frequently,
| you can soften the blow of the miss.
|
| > Explain The Reasons Behind Your Low Expectations
|
| > While setting expectations is excellent, if you can back up
| your thought process to come to those expectations, you have a
| better case. Always come to the table with your examples of how
| you thought through your goal-setting process. For example, if
| you are new to a particular field, you can put the small
| milestones to achieve "xyz" goal. With each milestone, you can
| explain how difficult it was to reach that milestone and drag
| out the timeline to the next set of milestones to achieve "xyz"
| mastery.
|
| > Good communicators always over-communicate. They are
| perceived to be in control, even what's said is the same
| message just repeated many times. If you have project updates,
| and the updates are the same for weeks, you're still being
| perceived as a good project manager since you are visible and
| proactive in communicating. Again it's about perception. Like
| the deft hands of magicians, mastering resetting expectation is
| just as important as setting low expectations at the beginning.
| Leverage Your Newbie Card In Setting Low Expectations
|
| > Being new has its advantages. No one knows you, so you start
| off with a clean slate. You can take advantage by setting low
| expectations with your manager for your first review cycle.
| There are many barriers to mastering your remote jobs, such as
| ramp-up time, company culture, new systems, and different
| procedures. Let these barriers shine in setting your low
| expectations - and all the more reasons to have unambitious
| goals.
|
| > Leverage The Review Cycle
|
| > Understand when the review cycle starts and ends. Set and
| time your goals to the review cycle. Usually, people set goals
| for the year, but keep in mind you're evaluated on review
| cycles. There's no use in setting goals for eight months when
| the review is only four months away.
|
| > Be A Follower Not A Leader
|
| > Realize that not everyone needs to be a leader in every job.
| Everyone is different and it takes employees of all types to
| make the company hum. There's nothing wrong with being a
| follower and doing what's expected. Remember, there are no
| leaders if there are no followers. Avoid the slippery ladder in
| your career. Take the side door instead.
|
| > Setting Low Expectations And The Two-Job Game Plan
|
| > The game plan for two remote jobs is to set the expectations
| low with your manager and prolong your hustle until your exit
| to another job or you're laid off with a severance. For the
| second non-primary job, you're there for one reason only, to
| collect a paycheck. A paycheck that is 500%+ more than a raise.
| The goal is to keep the paycheck going for as long as you can
| with minimal effort.
|
| > 30 days - The first 30 days are easy due to ramp up but are
| critical to set low expectations. Set yourself up for success
| in working two jobs. Be that guy or girl who always logs off at
| five o'clock (even better at four), and let people know. Once
| you start extending yourself, answering emails and messages
| after hours, your co-workers will see that as the norm and more
| work will creep up on you. If you're never available after a
| certain time, your colleagues won't message you because they
| know you won't respond.
|
| > 60 days - In the 30-60 day window, you should set goals with
| your boss if that's not already done. Drag out the newbie card
| and claim slow ramp-up time. Identify what absolutely needs to
| be done, communicate that as your goal, and meet them. Again,
| it's all about the perception that you meet expectations, not
| the work you've actually done. You can do little work but as
| long as you met the communicated expectations you're golden.
|
| > What If You Don't Feel Right Low Balling Expectations At Work
| - Put The Ego Aside
|
| > We're primed at a very young age to be the best we can be. We
| look up to leaders in society. If your ultimate end goal is
| financial freedom, you have to strategize and optimize for that
| and put your ego aside. You're aiming to be a leader in your
| personal life and the truly ambitious one land two jobs. Who
| cares if you're not a leader in the public eye of a workplace.
| You can channel the guilt, if any, towards donating the extra
| money to a good cause, like the YMCAs. Go do something you care
| about. Work is just means to an end. Join us in the
| counterculture towards work.
| bdidicn wrote:
| This is an endless redirect loop for me on mobile
| pph wrote:
| Unfortunately that site seems to keep reloading forever (/e/
| Browser which is a Chromium/Bromite fork). I haven't been able
| to check the original site though, so the issue might be
| present there as well.
| bearbin wrote:
| Ah, uMatrix saved me from that... Reader mode seems to work
| well on Firefox to stop the redirection as well.
| codelord wrote:
| Encouraging people to take two full-time jobs by lying and
| cheating their way around is such a terrible advice even if you
| only look at purely based on self-interests with no moral
| considerations.
|
| Negotiate well when starting a new job (If you haven't find a new
| job and negotiate well). Do great work. Use the extra time to
| invest on yourself: read, exercise, learn new skills, etc. You'll
| be happier and more successful in the long run.
| bonestamp2 wrote:
| It says a lot about our work culture when leaving at 5pm is
| considered setting your boss's expectations "low".
| omosubi wrote:
| I love that we are collectively acknowledging that we're all lazy
| as hell. First that askHN about lying about working and now the
| HN hug of death for this article
| Sebguer wrote:
| In case anyone was curious about the AskHN re: lying about
| work, and missed it like I had:
| https://news.ycombinator.com/item?id=29581125
| starklevnertz wrote:
| If you're a developer, your employer is using git checkins as the
| primary measure of whether you are working.
|
| You'll need a script to automate credible git activity.
| xupybd wrote:
| Or believe in the work you do and get satisfaction from working
| hard and delivering above and beyond.
|
| I've burnt out before and lost motivation. It's horrible. I'd
| much rather buy into the company vision as much as possible.
|
| I'd hate to have two jobs that are purely about time in equals
| money out.
|
| I want one job where leadership inspires me to work hard and get
| more done than I would have without them.
| rokob wrote:
| I really agree with what you are saying, but counterintuitively
| buying "into the company vision as much as possible" seems to
| result in the most burnout for me when reality eventually hits.
|
| I've been trying to figure out how to temper my natural
| tendency to go all-in with the reality that everything has some
| shit that sucks. I can understand the hope that there might be
| some psychological ease associated with dissociating yourself
| from the vision.
| redisman wrote:
| I can only control small parts of the tech side of a company.
| It's silly to worry about things outside of your control so I
| definitely don't "buy into the company vision". I just
| deliver good software and hope everyone else knows what
| they're doing so I don't need to find a new job.
| xwdv wrote:
| So basically you want to be worked hard like a horse and feel
| satisfied at the end of the day when you lay your head down to
| rest that you have made a difference, don't even care much
| about the money because the work is it's own reward.
| brosky117 wrote:
| This is how you ruin remote work for everyone. Remote work is
| about trust.
| VRay wrote:
| Not to mention that working two jobs poorly is a lot more work
| and a lot less money than boostrapping a decent SaaS
| newnamenewface wrote:
| I actually agree with you over the other comments. I think
| the idea of industriously trying to be the worst worker you
| possibly can (while not being fired) is one of those self-
| defeating efforts to do less work where you actually do more
| work in a lot of ways. You've got to justify to yourself
| continually that you're not being a drain or a bad person.
| You've got to juggle context switching between two roles
| during an overlapping period, making both more difficult than
| they would be individually and leaving yourself worse able to
| focus generally. (I suppose you could probably block your
| schedule to make this work better but I can't see a silver
| bullet solution for all the time.) You've got to
| compartmentalize your jobs and your interaction with
| coworkers. I know that with my personality, these factors
| would be major drags on my mental and emotional well-being. I
| would feel like a fraud for a long time before getting used
| to something like this.
|
| With a business, while you deal with some similar issues
| (compartmentalization, context-switching), I expect they'd
| feel far less invalidating (again, to me/those with similar
| personality types) because you'd know you were actually
| applying yourself to do the best you could.
| hwers wrote:
| Successfully boostrapping a decent SaaS sounds way more
| challenging in my eyes, got any tips on resources to read to
| make that be as obvious a task as it seems to be in your
| eyes?
| andrewxdiamond wrote:
| There's a ton of content out there, but the best advice
| I've seen is simple.
|
| 1. Find a (ideally large) group of people you care about
|
| 2. Find a problem they have
|
| 3. Solve it
| granshaw wrote:
| Oh wow if only any old dev could bootstrap a $400k SaaS - way
| easier said than done
| twa999 wrote:
| it's about getting paid.
| literallyWTF wrote:
| No man don't you understand? It's better to not be paid and
| dedicated your life to the ethos posted on the 'About' page
| of the company than it is to play the system.
| zer0354 wrote:
| Remote work won't be ruined by this. In fact, it's perfect.
|
| The premise is that the average person puts in 10x the effort
| for a 1% return on investment. You are an employee, sure, but
| are "investing" the company in terms of life-hours you could
| spend elsewhere. Naturally, you want to therefore minimize work
| and maximize salary. The ultimate situation being getting
| regular raises by doing 20-50% less than is expected to you.
|
| If employers don't want this the solution is simple. It's not
| finding these people and firing them. It's paying people
| commensurate to their effort like a real meritocracy would.
|
| If someone can hold 2 jobs working at 50% brain capacity then
| they are obviously very talented and quite crafty. You pay this
| person enough, they will dedicate 100% of their brain to your
| project. The employer side of the equation is JUST as
| exploitative as the employee side. It's just far, far, far more
| common for the employee to be exploited. For example, via
| pagerduty, poor hiring practices leading to overwork, or
| overtasking.
|
| This is wonderful. Anyone who is truly a libertarian should be
| encouraging this. It's the perfect free market solution to
| exploitative labor. You dont get paid past 40 hours for your
| salary. Why should you reduce YOUR OWN worth to make a
| company's bottom line bigger? Unless you hold ITM options in
| the company the answer is you don't and shouldn't. You should
| be exploiting them at every turn.
| [deleted]
| throwaway75787 wrote:
| Isn't this keeping jobs from those of us who are limited to
| normal brain capacity, but need to make the rent?
| zer0354 wrote:
| Contractors don't really take away jobs from people and I
| see this as no different. The people capable of this are
| relatively small in number even in an industry full of
| talented people.
| planetsprite wrote:
| Sorry but the silicon valley ethos is that only geniuses
| matter. Everyone else, the 99% non-savants, aren't relevant
| and can be discarded when needed.
| oriolid wrote:
| No, it's creating jobs for the unlucky ones who have to
| clean up the mess the one 200% employee made.
| imgabe wrote:
| There's not a limited number of jobs. Anybody who is
| capable of providing a positive ROI on their salary is
| worth hiring.
| throwaway75787 wrote:
| I wish I could just be a corporate cog for a few days a
| week and then do my own thing. Unfortunately, at least
| judging from the interviews I've had the last few months,
| HR/hiring is still looking at things from a full-time
| headcount perspective. Somebody complained about having
| to do paperwork for each employee, which I can't wrap my
| head around because it's their job to do employee
| paperwork. But it seems to still be about extracting 40
| hours and then overtime from any vaguely professional
| position. One manager told me that they are limited in
| headcount for their department.
| raincom wrote:
| Good advice even for one job--whether remote or in-person. Why
| put in 30% more effort, when you are not getting paid 30% more.
| That's why stick to the average pace of your team.
| ithkuil wrote:
| May ai suggest a different spin? Try to put 30% more effort,
| but into learning stuff for your own sake. This will make you a
| better engineer. As a side effect you may be more worth to the
| company you work for and/of get a better job somewhere else
| later.
| raincom wrote:
| That is possible for some people, also depends on the culture
| of the team one is part of. An average guy needs good
| mentors, good team mates who can teach, etc. Such teams are
| very hard to find. So, in that case, one has to be driven to
| learn on his own without any aid.
| jacobr1 wrote:
| The classic advice is for career advancement. For promotions
| and raises and for internal political capital to promote the
| projects you want, or the implementation you think best. Sure,
| if you just want to a be a cog in the machine, without broader
| responsibility (and the historically much higher compensation
| for that) then don't do more than the is necessary to ensure
| you remain employed.
|
| But it probably is more lucrative to achieve some success, and
| then leverage that to the next thing (which might need to be a
| different company).
| Sosh101 wrote:
| I hate it.
| narag wrote:
| I expected this to be a version of the underpromise overdeliver
| thing, but it seems more like oversleep under a rock.
|
| It was sad to see the epic 10x programmer die, now it's the time
| for the hillarious 0.1x pretender.
| civilized wrote:
| > Resource limit exceeded
|
| Ironic, isn't it?
| screye wrote:
| I genuinely don't get the point of 2 remote jobs. The tech wage
| scaling is absolutely bonkers right now and the value proposition
| of this system is not clear to me.
|
| Assuming you only work 20 of your 40 hrs/week in each job, you
| are still working a fulltime job with 2x your salary. If someone
| is competent enough to sustain 2 jobs, they will also get quickly
| promoted to 2x their salary if they are working one job.
|
| Now work a couple of years in this job, and soon you'll be able
| to complete its responsibilities in 20ish hrs/week. Every job
| gets easier overtime in that sense.
| Roritharr wrote:
| I don't know what world you live in, but I have yet to see a
| company which let's anyone reach 2x of their starting salary in
| less than a decade.
|
| Might be because I'm european, but the idea sounds crazy to me.
| bspammer wrote:
| I'm sure it's harder to get when you're more senior, but I
| started working as a graduate in London for PS30k 3 years ago
| and am now on PS60k. I think this is pretty typical in
| London.
| tibbetts wrote:
| Depends when in your career, and what the company is doing. I
| went from my first starting salary of $72k at age 23 (in
| 2003) as engineer #2 to $150k as chief architect about 5
| years later. After another 5 years we sold the company, and I
| was making better than $300k salary plus bonus in 2013. So
| that's two doublings in 10 years. But it's also probably the
| exception that proves the rule.
| who_me_qmark wrote:
| I've more than doubled my salary every 4 years in Silicon
| Valley. I'm 11 years in and 16x my starting salary my first
| year out of college. Yes this includes equity comp, but this
| is not dominated by appreciation. My current employer stock
| performance hasn't been great or even mediocre. But my career
| growth has ensured that doesn't matter.
| rokob wrote:
| You don't get 2x your salary quickly via promotion for doing
| the same job unless you are starting at the very bottom.
| nicolashahn wrote:
| > If someone is competent enough to sustain 2 jobs, they will
| also get quickly promoted to 2x their salary if they are
| working one job
|
| Haha, at what company? I've met few people who've been able to
| work at a company long enough (and for the company to be
| successful enough) to double their salary. Apparently, it's
| much faster to just get two lower paying, easy jobs.
| raincom wrote:
| "If someone is competent enough to sustain 2 jobs, they will
| also get quickly promoted to 2x their salary if they are
| working one job."
|
| Between the two extremes (mediocre and rockstar/10x), there are
| many 'competent' people who can't get promoted to their 2x
| salary jobs. And these people are competent in a particular
| niche, not like those who aced programming olympiads, compiler
| gurus, kernel hackers, etc.
| dqpb wrote:
| > If someone is competent enough to sustain 2 jobs, they will
| also get quickly promoted to 2x their salary if they are
| working one job.
|
| Nope
| endisneigh wrote:
| I know for a fact that at Meta (Facebook), even if you
| literally are a genius and were promoted twice in 2 years you
| wouldn't be doubling your total comp.
| fffobar wrote:
| > they will also get quickly promoted to 2x their salary
|
| That's only the case if they were underpaid to begin with. It
| will plateau very quickly.
| MattGaiser wrote:
| Where are these mythical promos with 2x salary? I have never
| met someone who got one. Heck, where are the companies that
| even keep up with market rate for devs? Every company has short
| tenures now.
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