With salary data to your desired salary as a developer
Discussing salary or having a salary negotiation conversation can be nerve-wracking for many reasons - and you are not alone in feeling this way. Some may feel like they lack enough (relevant) data to discuss specific numbers, while others may feel unsure of which words to use to appear fair while still achieving the salary they deserve. Both of these cases can unnecessarily cause anxiety for job seekers and be especially difficult for candidates from underrepresented communities.
Salary data can help job seekers not only to claim the compensation they are entitled to, but also to anticipate it.
Strenghten yourself using precise salary data
A large number of online resources require job seekers to attempt to find data on their salary. Salary information can be presented as base salary or total compensation, including stock options and bonuses. In addition, salary data can be characterized as employer-reported or self-reported data, with the difference being that self-reported data cannot be verified by employers. While both types of data sources can be helpful for research purposes, this can confuse job seekers and make salary discussions potentially misleading.
Candidates should take into account various factors when researching salaries and defining a target salary range. These include, but are not limited to, the field of work and role, the current city, the location of the potential position (if different), and core competencies and experience. This has led to the development of different salary groups and, consequently, how candidates evaluate the starting salary.
Job seekers should familiarize themselves with the role and team they will be interviewing for salary with. When asked what your desired compensation is, you can reference the data you have collected to support your preferred salary range.
It is also important to take inventory of the most important data in your total compensation package after looking at the base salary data. In addition to stock options, this can also include bonuses and other social benefits. For example, in today's world this could be additional vacation time, flexible working hours, budgets for professional development, or the inclusion of a compensation adjustment with a performance review after 6 months and other perks. Such additions to salary can make a low starting salary much more attractive.
When negotiating salary, candidates may be reluctant to counteroffer for fear of seeming greedy or ungrateful for the opportunity. Companies will not rescind their offer because you want to negotiate - so don't be shy!
Trust in your pitch
Being grateful and humble for the opportunity to show off is great, but it is also important to find a balance so that you do not leave money on the table.
Try to do the following in salary discussions or negotiations:
- Show confidence in your ability to do the job.
- Concentrate on the value you can bring to the role and the team.
- Reaffirm your commitment and motivation.
Trust starts with you. When you know your worth, it's not bragging to carry yourself with the appropriate confidence. While there are systems that work better for some than others, don't let that discourage you from believing in yourself.
To gain visibility, start by asking for help if necessary, winning mentors and surround yourself with like-minded people.
