The Top 5 Reasons Not To Accept a Counter Offer – By Mike Curry, Executive Recruiter, IT Division

Filed under: Offers / CounterOffers, Redfish Speaks

The Top 5 Reasons Not To Accept a Counter Offer

By Mike Curry, Executive Recruiter, IT DivisionMike Curry, Tech Recruiter Redfish Technology

 

So you find yourself with an offer from a new company, and whether you actively solicit a counter or you simply allow one to come, you are playing with fire. It is a highly risky move to accept a counter offer. These are the main reasons not to accept a counter offer.

 

1. Your Manager is Going to Hate You.

 

Okay, hate may be strong but s/he is not going to be happy with you. Once the relief that you are staying and that the projects underway haven’t been sabotaged by a sudden departure, negative feelings are going to seep in. The manager will likely harbor feelings of doubt about whether you solicited an offer just for leverage. S/he may worry that this incident will let loose a chain reaction, with others taking a stab at it. There’s going to be second guessing about whether you may try this again. Such a move will definitely be perceived as a breach of trust. Read more »

Why Employers Should Include a 48-Hour Expiration Date in an Offer Letter – By Meredith Dean, Executive Recruiter, IT Division

Filed under: Best Practices, Employer, Hiring Strategies, Offers / CounterOffers, Recruiting, Staffing & Employment News, Redfish Speaks, Talent Acquisition

Why Employers Should Include a 48-Hour Expiration Date in an Offer Letter

By Meredith Dean, Executive Recruiter, IT Division

Meredith Dean, IT Recruiter

The whole point of any hiring process is to fill a current hiring need. The hiring process isn’t done until it’s done. That means getting the offer letter signed and assuring that the candidate arrives at the new employer on the appointed day.

 

So as soon as the ideal candidate is identified: make the offer, manage the variables, and minimize the risks to successfully hiring him/her. Read more »

The Top Ten Things to Include in an Offer Letter – By Jon Piggins, Executive Recruiter, IT Sales & Marketing

Filed under: Best Practices, Hiring Strategies, Offers / CounterOffers, Redfish Speaks, Talent Acquisition

The Top Ten Things to Include in an Offer Letter

By Jon Piggins, Executive Recruiter, IT Sales & Marketing

 

Jon Piggins, IT Recruiter

Jon Piggins – IT Recruiter, Sales & Marketing

Offer letters are used to inform a prospective employee that he or she is being offered a position. The offer letter provides general expectations and basic terms of employment if the candidate accepts the offer.

 

Employment agreements are generally more formal documents that go into greater detail in defining an employment contract, such as setting forth the performance and duties and the remedy for any breach of contract.
 

What to Put in an Offer Letter

 1. Excitement

This is an exciting moment for both the candidate and the company, and the hire is not over until everyone has signed on the dotted line and the work has begun. So convey your excitement and close the deal!

Ex. On behalf of (Company), I am pleased to offer you employment on the terms and conditions set forth in this letter.  We look forward to working with you and believe that you can make a very significant, positive contribution to the success of (Company). Our company offers you an opportunity to put your experience, abilities, dedication, energy and creativity to excellent use. Welcome to the team! Read more »

“Should I Stay or Should I Go?” by Logan Knight, IT Recruiter at Redfish Technology

Filed under: Candidate / Job Seeker, Offers / CounterOffers, Redfish Speaks

“Should I Stay or Should I Go?”

Logan Knight

Logan Knight, IT Recruiter

The Sweet Counter Offer – When Your Employer Doesn’t Want You To Go

By Logan Knight, Executive Recruiter, IT Division

I am a big music fan and I just can’t seem to help hearing Joe Strummer rip through the chords of this classic every time I hear a candidate pose the question “Should I stay, should I take the counter offer?”

While it can be a tough decision, here are some things to consider.  Much of the time I am recruiting candidates who weren’t actively looking for a new role, there is a reason they went into an interview process. From the start of this process, I ask candidates to honestly evaluate the company and the opportunity, and I give them all the information I possess about the pros and cons, the challenges, the rewards, the culture, the perks, the work. And we discuss whether they want to move forward if offered a job.

As the tech sector continues to boil, it is only natural that companies are trying to retain employees with counter offers. But that doesn’t mean it is a good idea. Not for the candidate, and not for the company.

Please read my article on the pitfalls of taking a counter offer:

Joe Strummer

Joe Strummer

The Sweet Counter Offer, When Your Employer Doesn’t Want You To Go
The great majority of professionals who accept a counteroffer to stay are gone within a year, whether of their own volition or being asked to leave. There are a variety of reasons that staying for a counter offer goes so wrong!

 

 

 

Let me know what you think!

Negotiating Yourself Right Out of an Offer – By Rob Reeves

Filed under: Best Practices, Candidate / Job Seeker, Offers / CounterOffers, Redfish Speaks, Salary

Rob Reeves, Recruiter, President, CEO

Rob Reeves, Recruiter, President, CEO

Negotiating Yourself Right Out of an Offer

By Rob Reeves, Executive Recruiter, President, CEO

 

So you fancy yourself a skilled negotiator? That will hopefully serve you well, just don’t negotiate yourself right out of an offer. We recently had a fantastic candidate who did just that.

 

It is important to understand that negotiating a job offer is the beginning of an important relationship between hiring manager and employee. “Don’t lose sight of the human part of negotiating.” cautions Rob Reeves, executive recruiter and CEO of Redfish Technology for over 17 years.

 

Salary negotiations can be challenging. The market is heating up for great sales, marketing and engineering talent in the technology sectors. Candidates often want a step up in salary when making a move. Even if you are the greatest thing since sliced bread, and you’ve got negotiating in your blood, listen up! Read more »

May the Equity Packages Be Forever in Your Favor

Filed under: Candidate / Job Seeker, Interview, Job Search, Offers / CounterOffers, Salary

May the Equity Packages Be Forever in Your Favor

By Joseph Walker.

Joanna Bradley, IT Sales & Marketing Recruitment Manager, was interviewed for this story on evaluating opportunities at start-ups. This article was originally published on the FINS (Wall Street Journal Digital Network) website.

 

You’ve decided to join a start-up. You’ve gone through a rigorous interview selection process and have been deemed worthy of joining a small band of brothers dedicated to nothing less than ringing the Nasdaq bell and becoming millionaires many times over. Read more »

Hiring Best Practices & the EEOC

Filed under: Best Practices, Hiring Strategies, Human Resources / Capital, Offers / CounterOffers, Talent Acquisition

Hiring Best Practices & the EEOC

In some countries it is standard to include a photo on your resume, as well as your marital status, age, and other juicy tidbits that are considered to be completely out of the professional and legal employment scope in the United States. Including that kind of information when applying for a job seems hard to imagine here in the United States. Read more »

Will a Recruiter’s Fees Impact My Salary? by Rob Reeves, Redfish Technology – Nationwide IT and CleanTech Recruiters

Filed under: Candidate / Job Seeker, Job Search, Offers / CounterOffers, Recruiter / Recruiting, Redfish Speaks

Rob Reeves

Rob Reeves,            CEO – Redfish

Will a Recruiter’s Fees Impact My Salary?

By Rob Reeves, President, CEO Redfish Technology

 

I can’t tell you how many times I’ve been asked by a candidate if working with a recruiter will lower his salary. Some people think that a recruiter’s fee comes out of the same budget that a candidate’s salary comes from. “Isn’t the money for a new hire going to be split between the candidate hired, referral fees, headhunter commission, and Sally over at H.R.?” Read more »

To Counter Offer or Not to Counter Offer? Part 2

Filed under: Employer, Offers / CounterOffers, Salary, Talent Acquisition, Talent Retention

To Counter Offer or Not to Counter Offer? Part 2

In part one of this article, we considered the costs of recruiting, hiring, and training as well costs of a bad hire and the opportunity costs involved when a valued executive’s departure leaves the company in the lurch. Can you avoid this hassle and extra cost? Should you making him a counter offer and keeping the team intact, the projects on time, the sales meeting on track, the product launch as planned?

Read more »