{"id":3705,"date":"2023-01-25T18:54:52","date_gmt":"2023-01-25T23:54:52","guid":{"rendered":"https:\/\/www.jwmichaels.com\/?p=3705"},"modified":"2023-01-25T19:00:07","modified_gmt":"2023-01-26T00:00:07","slug":"the-art-of-the-sacrifice","status":"publish","type":"post","link":"https:\/\/www.jwmichaels.com\/the-art-of-the-sacrifice\/","title":{"rendered":"The Art of The Sacrifice"},"content":{"rendered":"\n<h4 class=\"wp-block-heading\"><strong>Roller coaster of (job) love<\/strong><\/h4>\n\n\n\n<p>The ups and downs of Coney Island\u2019s <em>Cyclone<\/em> are tame compared to the job market of corporate America since the start of 2020.&nbsp; Low lows of March 2020; high highs of nearly all of 2021.&nbsp; And now there\u2019s\u2026 this.&nbsp; &nbsp;This being an underestimated <em>zillion<\/em> hiring needs in the Tech space.<\/p>\n\n\n\n<p>This is great!&nbsp; Right?!<\/p>\n\n\n\n<p>A booming job market in much of corporate America!&nbsp; Opportunities for candidates across the country!&nbsp; Great salaries to help fulfill dreams!<\/p>\n\n\n\n<p>So, what\u2019s the problem?<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>More money in competing offers, more problems in hiring<\/strong><\/h4>\n\n\n\n<p>The problem is that much of corporate America is having trouble filling open roles.&nbsp;<\/p>\n\n\n\n<p>The biggest problem area I hear from new clients asking for help is that they have roles they needed filled yesterday but, despite their efforts, aren\u2019t getting filled.&nbsp;<\/p>\n\n\n\n<p>Jobs are open for months; hiring managers spend weeks interviewing just to have to start over again.&nbsp; And all of this is in large part due to corporations not having caught up with the current market\u2019s supply and demand.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Which, in case you were hiding from the news these past few years (and if you were, I surely wouldn\u2019t blame you), is a \u201ccandidate\u2019s market.\u201d<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Getting by with a bit of help from our friend\u2026 Java Doe<\/strong><\/h4>\n\n\n\n<p>Let\u2019s use our friend, Java Doe.&nbsp; Java graduated just under 3 years ago, with a Comp Sci degree from (enter top University here).&nbsp; She has experience developing at a tech company and a finance company.&nbsp;<\/p>\n\n\n\n<p>Two years ago, hiring someone with said experience was easy!&nbsp; Attracting them in New York with a salary of $110k was, well, pretty decent!&nbsp;<\/p>\n\n\n\n<p>But now, Java Doe is in HIGH demand.&nbsp; She\u2019s wanted by FinTech Company A, Crypto Exchange B, Tech Startup C, Big Bank D\u2026 and META.&nbsp;<\/p>\n\n\n\n<p>And to that last one, the 4 aforementioned companies sigh a collective groan.&nbsp;<\/p>\n\n\n\n<p>Because Meta (or other big tech) is paying, quite almost, an arm and a leg for her right now.&nbsp; It wouldn\u2019t be surprising (and this is not an exaggeration) that Java Doe, with under 3 years\u2019 experience, will be offered a package of $250K.&nbsp; That\u2019s cash comp.&nbsp; This is REAL CASH, and it\u2019s a REAL OFFER for Java Doe.&nbsp;<\/p>\n\n\n\n<p>How do you compete with this?&nbsp; How do you hire right now?<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Sacrifice<\/strong><\/h4>\n\n\n\n<p>This is where the Art of Sacrifice comes in.<\/p>\n\n\n\n<p>There are four main sacrifices you can make to avoid being stuck without good new hires:<\/p>\n\n\n\n<ul>\n<li>Increase Packages<\/li>\n\n\n\n<li>Loosen up some \u201cnice-to-haves\u201d<\/li>\n\n\n\n<li>Flex on experience\/interview<\/li>\n\n\n\n<li>Provide a creative intangible no other company can provide<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\">1) Increase Packages<\/h4>\n\n\n\n<p>You have a product that has attracted candidates - you\u2019re already off to a great start!<\/p>\n\n\n\n<p>But how do you compete against Java Doe\u2019s $250K offer?&nbsp;<\/p>\n\n\n\n<p>One answer, if you can afford it, is to pay more than in the past.<\/p>\n\n\n\n<p>Understandably, not every company initially jumps at this option.&nbsp; Does it ruin your budget?&nbsp; Is your CFO giving pushback?&nbsp; How do you compensate current employees to avoid coworker comp conversations from going awry?&nbsp;&nbsp;<\/p>\n\n\n\n<p>There\u2019s a lot to figure out.&nbsp; And if you choose this option, it doesn\u2019t mean you have to match $250K exactly.&nbsp; If you used to offer $150K for this role, maybe increase it to $180K, and add better benefits, vacation time, and\/or LTIs\/RSUs.&nbsp;<\/p>\n\n\n\n<p>The upside: you\u2019re enabling hardworking individuals to make the most out of their careers and lives.&nbsp; You\u2019re evening out the playing field a bit\u2026 more trickling down from the top is a benefit to society overall, and that\u2019s a good thing.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2) Loosen up some \u201cnice-to-haves\u201d<\/h4>\n\n\n\n<p>If you can\u2019t increase comp, and you have in your mind that you really want to hire a Software Developer out of Goldman Sachs that went to the University of Pennsylvania\u2026 well, then you need to sacrifice something to compete\u2013 and that something could be the \u201cnice-to-haves.\u201d&nbsp;<\/p>\n\n\n\n<p><br>Does your Full Stack Developer <em>really<\/em> need Vue - or is React okay?&nbsp; Your prospective hire has Java and Python, though you\u2019d love it if they had C#, too - but do they really need it?&nbsp; Or could they pick it up?&nbsp; Don\u2019t forget, your candidate from the University of Pennsylvania out of Goldman Sachs is <em>probably<\/em> a quick study.&nbsp; Can they learn on the job?&nbsp;<\/p>\n\n\n\n<p>This sacrifice keeps the budget intact, corporate culture intact, and your team feeling good.&nbsp; Plus, the amount of time it will take this candidate to ramp up on languages will be shorter than the time it\u2019ll take to find the unicorn candidate that has all the requirements <em>and<\/em> wants to take an old-market compensation.<\/p>\n\n\n\n<p>The upside: You\u2019re providing a space of mentorship.&nbsp; What better thing to do in the world than to provide someone with a career and teach them?&nbsp; The old proverb that teaching a man to fish is better than giving him a fish is never more apropos than here.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3) Flex on experience\/interview<\/h4>\n\n\n\n<p>If you don\u2019t have the budget, and you can\u2019t be lax on \u201cnice-to-haves\u201d (you <em>do<\/em> need someone with Vue), the next option is to flex on experience\/interview processes.&nbsp;<\/p>\n\n\n\n<p>Maybe you prided yourself on building a team filled with Comp Sci Masters from Carnegie Mellon, all with 10+ years at other prestigious investment firms.<\/p>\n\n\n\n<p>This year, attracting these candidates seems more elusive (cue the market comp increases and the <em>zillion<\/em> competing offers).<\/p>\n\n\n\n<p>So, what do you do? Well, maybe, there\u2019s a candidate that isn\u2019t out of finance and didn\u2019t do Comp Sci at Carnegie Mellon\u2026 but he has a degree in Math from a nice local city college, and he understands regulated industries from his 5 years at an insurance firm.&nbsp; And the clincher \u2013 he has all the languages you want, <em>and <\/em>he\u2019s in your comp range!&nbsp;<\/p>\n\n\n\n<p>OK, he didn\u2019t wow you <em>quite<\/em> as much as that Ph.D. you interviewed who created his own coding language at 12 years old.&nbsp; But \u2013 is that level absolutely unequivocally needed for your open role?&nbsp; Or can this guy do the job?&nbsp;<\/p>\n\n\n\n<p>This leads us to the interview process. &nbsp;Can you speed up your process with back-to-backs instead of spreading them out over weeks on end?&nbsp; Can you eliminate (or shorten) that 2-week project you used to give candidates so you don\u2019t lose them?<\/p>\n\n\n\n<p>The upside: What initially can look like a sacrifice of standards can be a blessing in disguise.&nbsp; Maybe everyone you hired before \u2013 all coming from hedge funds and certain schools - all thought the same on how to problem solve.&nbsp; Bringing someone in with different experiences is a boon! It opens different channels of thinking, and that\u2019s definitely a good thing.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">4) Provide an intangible no other company can provide.<\/h4>\n\n\n\n<p>This is a tricky one.&nbsp;<\/p>\n\n\n\n<p>Nearly every new client I speak with tells me their company offers things no other company can provide. And I love to hear that \u2013 it means these employees see their companies as the best!&nbsp; They like where they work!&nbsp; It\u2019s a beautiful thing!&nbsp;<\/p>\n\n\n\n<p><a>But the problem is \u2013 if so many companies are saying this \u2013 how are candidates seeing it?&nbsp; To the candidate, what is so different about Company A\u2019s amazing-fintech-product when compared to Company B\u2019s similar-but-slightly-different-amazing-fintech-product? &nbsp;And is Company A\u2019s special camaraderie so different from Company B\u2019s \u201ccoworkers who are family\u201d motto?&nbsp;<\/a><\/p>\n\n\n\n<p>Both companies have amazing products with great groups of people!&nbsp; So how do you offer something <em>different<\/em>?<\/p>\n\n\n\n<p>This is where you must be super creative.<\/p>\n\n\n\n<p>What can you offer?&nbsp;<\/p>\n\n\n\n<p>Nearly every company allows for hybrid or remote now\u2026 so it can\u2019t be that\u2026<\/p>\n\n\n\n<p>What can it be?<\/p>\n\n\n\n<p>Maybe it\u2019s a paid-for work experience abroad for a month.&nbsp; That could sound pretty \u201cwow\u201d to a prospective employee, and it shows you\u2019re thinking about their happiness.&nbsp; It costs <em>something, <\/em>but it\u2019s not nearly as expensive as increasing an offer by $50k.<\/p>\n\n\n\n<p>Or maybe you\u2019re involved with various tech organizations \u2013 can you give Java Doe an opportunity to speak at such conferences, ones she wouldn\u2019t have the chance to speak at if she were to join another firm?&nbsp;<\/p>\n\n\n\n<p>The upside: you\u2019re adding value to your company.&nbsp; It\u2019s no longer <em>just<\/em> about work. You\u2019re providing opportunities and growing prospective and current employees in a variety of directions you have never gone before.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>So Far Away<\/strong><\/h4>\n\n\n\n<p>You might have noticed a sacrifice missing from my list: Changing the location of your role, moving it further away from high-salaried cities.&nbsp; And there\u2019s a reason I left this one out.&nbsp;<\/p>\n\n\n\n<p>With the recent remote boom, salaries for an engineer in Iowa are no longer <em>so<\/em> different from an engineer in, i.e., Los Angeles.&nbsp; Is there a little difference? Sure.&nbsp; But not nearly as much as there used to be.&nbsp;<\/p>\n\n\n\n<p>And there are the long-term ramifications of moving your team to a new location: though there are talented candidates everywhere, talents do differ in different locations. Are you foregoing industry experience?&nbsp; Are you losing your corporate culture?&nbsp; If salaries nationally, even internationally, continue to rise with remote options, will this be a smart long-term plan?&nbsp; If your competition is building a team of the most talented engineers in NYC, and you\u2019ve moved your entire team away from NYC, where does that leave you?&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Help on the way<\/strong><\/h4>\n\n\n\n<p>The market will change eventually, as it always does.&nbsp; But do you want to spend the next year, two years, and so on waiting while your competition grows infinitely beside you?&nbsp;<\/p>\n\n\n\n<p>If you\u2019re excited about hiring this year, stay ahead of the curve and learn the art of sacrifice early.&nbsp; The next time you cringe at your budget restrictions, the next time <em>your<\/em> boss tries to tell you they won\u2019t budge in any way, the next time your compensation analyst innocently declares last year\u2019s salaries are still valid this year \u2013 feel free to direct them to this article (you can play good cop, I\u2019ll take the bad cop stance for you!).<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>Bio<\/strong><\/h4>\n\n\n\n<p>Lauren Epstein is the Head of Technology Recruitment at the executive recruitment firm JW Michaels &amp; Co., where she\u2019s been since 2013.&nbsp; &nbsp;She is immersed in management consulting, staffing, strategic advising, and thought leadership within the Tech space. &nbsp;You can reach her at <a href=\"mailto:lepstein@jwmichaels.com\">lepstein@jwmichaels.com<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Roller coaster of (job) love The ups and downs of Coney Island\u2019s Cyclone are tame compared to the job market of corporate America since the start of 2020.&nbsp; Low lows of March 2020; high highs of nearly all of 2021.&nbsp; And now there\u2019s\u2026 this.&nbsp; &nbsp;This being an underestimated zillion hiring needs in the Tech space. [&hellip;]<\/p>\n","protected":false},"author":29,"featured_media":3710,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[35],"tags":[196,158,197,198,193,194,195],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Art of The Sacrifice - JW Michaels Archives<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.jwmichaels.com\/the-art-of-the-sacrifice\/\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"The Art of The Sacrifice - JW Michaels Archives\" \/>\n<meta name=\"twitter:description\" content=\"Roller coaster of (job) love The ups and downs of Coney Island\u2019s Cyclone are tame compared to the job market of corporate America since the start of 2020.&nbsp; Low lows of March 2020; high highs of nearly all of 2021.&nbsp; And now there\u2019s\u2026 this.&nbsp; &nbsp;This being an underestimated zillion hiring needs in the Tech space. 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