在科技行業(yè)談待遇的四個(gè)技巧

在科技行業(yè)談待遇的四個(gè)技巧

So you have a job offer. Congrats.

聽說你獲得了一個(gè)工作機(jī)會(huì)。恭喜!

Your next step is to negotiate. Assuming you want the job, a productive back-and-forth with the employer over your requirements is to be expected in any hiring process. Some negotiating rules are universal, but others remain unique to technology field.

接下來就該談判了。假設(shè)你想要這份工作，就各種需求與雇主進(jìn)行一場(chǎng)磋商在所難免。一些談判規(guī)則是通用的，但還有一些是技術(shù)領(lǐng)域獨(dú)有的規(guī)則。

Here are four tips for negotiating your new compensation package.

希望以下這四點(diǎn)談判技巧能夠幫助你獲得理想的薪酬方案。

1. Announce an end goal. Tell the employer from the get-go what your requirements are, but couch them in a way that indicates you really want the job and believe in the company's mission. Saying something to the effect of, "If we can get to this point, which I think is really fair, I'll take the job," is the most powerful thing you can say in a negotiation, says Jamie Tilotta Green, co-founder of The Cole Group, a San Francisco-based tech executive search firm that has placed people at businesses including Kabam, Trulia, and Supercell. Using keywords like "fair" and "us" sends a strong signal to the employer that you're on the same team and want to arrive at a mutually-beneficial arrangement.

1. 宣布最終目標(biāo)。從一開始就告訴雇主你的要求，但務(wù)必注意你的措辭，一定要讓雇主感到你真的想要這份工作，并且信奉該公司的使命。你在談判中最有分量的表述.要達(dá)到這樣的效果：“如果我們能就此取得共識(shí)——我認(rèn)為這很公平——那么我就將接受這份工作”?？茽柤瘓F(tuán)(The Cole Group)聯(lián)合創(chuàng)始人杰米•蒂洛塔•格林如是說道。這家總部位于舊金山的高科技獵頭公司已經(jīng)為Kabam、Trulia和Supercell等公司物色了理想的員工。使用像“公平”和“我們”這樣的關(guān)鍵詞可以向雇主發(fā)出一個(gè)強(qiáng)烈信號(hào)：你渴望加入團(tuán)隊(duì)，想要一份互惠互利的聘用合同。

2. Understand the value of that equity. If the job offer is from a startup, chances are company stock will eventually become a topic. The younger the company, the more stock a new hire is likely to receive. (An employee will probably receive significantly less stock from a company that's one year away from an IPO versus a startup that has just raised seed funding.) Problem is, most folks request and receive a percentage of the company without understanding its value. During discussions, it's perfectly valid to ask, "How much do you see these shares being worth in two years? What about four years?" Companies often have forecasts or projections about equity, and how they respond may offer insight into potential company growth during the short-to-medium term. "If they don't have an indication of where they'd like to be from a business and finance perspective, then that can actually be a red flag for the job seeker," says Scott Dobroski, a career trends analyst for the jobs site Glassdoor.

2. 理解股權(quán)的價(jià)值。如果你的工作機(jī)會(huì)來自一家初創(chuàng)公司，沒準(zhǔn)你們最后會(huì)談到股票。公司越年輕，新員工有可能獲得的股票就越多。(相較于一家剛剛募集到種子資金的初創(chuàng)公司，一位員工能夠從一家準(zhǔn)備在1年后啟動(dòng)IPO的公司獲得的股票數(shù)量可能會(huì)少得多。)問題是，大多數(shù)人要求并獲得一定比例的公司股權(quán)時(shí)并不知道它的價(jià)值。在協(xié)商時(shí)，你完全可以詢問雇主，“你認(rèn)為這些股票在2年后能值多少錢?4年后呢?”公司往往會(huì)預(yù)測(cè)其股權(quán)的價(jià)值。所以，他們?nèi)绾位貞?yīng)這一問題或許有助于你預(yù)估該公司在短期至中期內(nèi)的增長(zhǎng)前景。“如果他們并沒有從經(jīng)營和財(cái)務(wù)的角度顯示公司有可能企及的高度，那么這實(shí)際上就是向求職者發(fā)出一個(gè)危險(xiǎn)信號(hào)，”招聘網(wǎng)站玻璃門(Glassdoor)職業(yè)生涯趨勢(shì)分析師斯科特•杜布洛斯基說。

3. Don't go crazy over perks, and be transparent. Stories of tech companies such as Facebook (FB) and Google (GOOG) offering generous perks -- free shuttle transportation, food, or even massages and dance classes -- are nothing new. But it doesn't mean you should go into talks with a laundry list of requests, nor should you expect your employer to be perk-heavy. Instead, consider what's really important to you and be transparent about why. Recently, Green wrapped up some complex negotiations for an executive. A devoted mother of three, the executive wanted transportation each afternoon to pick up her kids from school. As a tradeoff, she agreed to be available to work again later in the evening. Contextualizing the importance of that request was important to the company granting it. Less reasonable? Asking for less relevant services, such as free housecleaning, says Green, which at least one other client asked for. Needless to say, the request was denied.

3.不要瘋狂地要求福利，開誠布公。諸如Facebook和谷歌(Google)這類科技公司提供種種慷慨福利(比如免費(fèi)班車接送，食品，甚至還有按摩和舞蹈課程)已不是什么新鮮事。但這并不意味著你應(yīng)該帶著一籮筐要求跟雇主談判，你也不應(yīng)該指望你的雇主會(huì)樂意提供各種福利。相反，你應(yīng)該認(rèn)真考慮對(duì)你真正重要的福利是什么，并且開誠布公地說出理由。最近，格林經(jīng)過一輪輪復(fù)雜的協(xié)商，滿足了一位高管的特殊福利要求。這位高管有三個(gè)孩子，是一位非常稱職的母親，她希望公司每天下午派車把孩子從學(xué)校接回家。作為交換，她同意傍晚以后再工作一段時(shí)間。把這種要求之所以重要的前因后果講明，是獲得公司首肯的關(guān)鍵所在。哪些要求聽起來不太合理呢?格林說，至少有一個(gè)客戶曾經(jīng)提出過毫不相干的待遇，比如免費(fèi)家政服務(wù)。不用說，這種要求被拒絕了。

4. Don't negotiate just to negotiate. Negotiations are common practice, but don't ask for more just to see how much you can squeeze out of your potential future employer. Even generous, publicly-traded tech companies will soon tire of someone who keeps pushing for more. Once a company makes a first offer, go ahead and counter, but keep talks as short and as sweet as possible. "If there are too many bumps in the road, everyone will second-guess themselves," says Neil Warlicht, President of Wahl & Case, a Japan-based boutique recruiting firm with a San Francisco office. To date, it has placed people at tech companies, such as Amazon (AMZN), Hulu and Uber. Worse still, if the negotiations are exhaustive, and if you take the job, you could leave a bad first impression. Adds Warlicht: "People may start wondering why you're doing this."

4. 不要僅僅為談判而談判。談判是常見的做法，但不要僅僅為了看看你能夠從未來雇主那里壓榨出多少油水而提出更多的待遇要求。如果一個(gè)人不斷地提要求，就連那些慷慨大度的上市科技公司也很快會(huì)厭煩。一旦公司提出第一個(gè)報(bào)價(jià)，你完全可以討價(jià)還價(jià)，但你需要讓這些會(huì)談盡可能短暫親切。“如果前行的道路上有太多顛簸，每個(gè)人都會(huì)反思自己最初的決定，”Wahl & Case公司總裁尼爾•沃爾利希特說。迄今為止，這家總部位于日本，在舊金山設(shè)有辦事處的專業(yè)招聘公司已經(jīng)為亞馬遜(Amazon)、Hulu和Uber等科技公司招募了不少員工。更糟糕的是，如果談判過程令人筋疲力盡，哪怕你最終接受了這份工作，你也有可能留下一個(gè)非常不好的第一印象。沃爾利希特補(bǔ)充道：“人們可能會(huì)開始懷疑你從事這份工作的動(dòng)機(jī)。”