Adam- Jumping in a little late here, but this is something I think about a good bit. I'd recommend reading Joel's article on developers and what motivates us as developers. It's not always about the benefits or money (thought they do count).
http://www.joelonsoftware.com/printerFriendly/articles/FieldGuidetoDevelopers.html When I'm looking for a job, I tend to view the benefits, pay and other compensation as a given and then look at the rest of the more fuzzy criteria talked about in that article. I mean, as long as I am getting market rates and some sort of decent health benefits, I'm more about the working environment, the co-workers I am working with, and what types of projects I'm working on. Of course YMMV, and everyone does have their own individual motivations. Some people may view health benefits and/or pay as the most important, others may focus on the social aspects, and others may focus on the technical challenges/opportunities of a job. For a big company, compensation is often set in stone, but for a smaller one it's more flexible. I think finding someone you can work well with and who fits the job is important first and foremost, and then if they are a reasonable person, you are a reasonable person, and both the candidate and the employer *BOTH* feel strongly about working together, working out the compensation is fairly easy to do. It is important to have a baseline though - just to make sure you aren't taken advantage of. -Cameron On 10/3/06, Adam Churvis <[EMAIL PROTECTED]> wrote: > For some reason the topic of employee compensation keeps coming up recently > in personal conversations, and my last experience with it was twenty years > ago in our family's previous business, so I'm terribly out of date on the > subject. > > What would you say is a good compensation package -- salary, benefits, etc? > The hypothetical person being compensated would be talented in the > technologies s/he is currently using, wanting to learn exciting new > technologies, blah blah blah -- typical headhunter BS description. > > Before you fire back with "Eight million dollars, company car, etc, etc," I'm > looking for serious answers -- if I can get them from you guys ;) I could > really use some perspective. > > Also, what are the intangibles you find most important in companies that are > hiring? Some of the people I've been talking with left a previous job > because of things that I would normally find trivial compared to employment > as a whole, but then again I wasn't there. > > One thing I've heard from lots of people I've talked to is how violated they > feel when they are forced to take drug tests or the like. And things like > background checks for credit or criminal history. I know there are fields > where things like this are considered necessary, but I'm narrowing the scope > to our industry because it's the only one I'm familiar with. > > Any feedback you guys can give me would be appreciated. I don't know why > this is so much in my mind, but when it gets like this I have to go all the > way through a subject before I'm done with it. > Respectfully, > > Adam Phillip Churvis > Certified Advanced ColdFusion MX 7 Developer > BlueDragon Alliance Founding Committee > > > > Get advanced intensive Master-level training in > C# & ASP.NET 2.0 for ColdFusion Developers at > ProductivityEnhancement.com > > > ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~| Introducing the Fusion Authority Quarterly Update. 80 pages of hard-hitting, up-to-date ColdFusion information by your peers, delivered to your door four times a year. http://www.fusionauthority.com/quarterly Archive: http://www.houseoffusion.com/groups/CF-Community/message.cfm/messageid:216746 Subscription: http://www.houseoffusion.com/groups/CF-Community/subscribe.cfm Unsubscribe: http://www.houseoffusion.com/cf_lists/unsubscribe.cfm?user=11502.10531.5
