Normally people don't like to job hop. It is unnecessary stress. However, people have responsibilities to their families. If you are concerned of job hoppers then why don't you help them to alleviate their burden. If not, and if other companies are paying higher somewhere else, why would that person stay? That would be doing a disservice to him/her and his/her family.
son: "dad, why can't we go to vacation this year?"
dad: "sorry son, don't have enough money. still got bills to pay and dad's company don't give enough raise."
son: "why can't you just find another job?"
dad: "that's treason son, we don't do that here. think of the team morale son."
If someone job hops I don't recommend them for further interview rounds. Even in an agency setting were turn over is high. I don't want people like that on my team.
I have one 7 months stint in my resume and that is framed by 5.5 on one side and now more than 7 years in my current job.
My pay increased by >90 percent in my current job. The people I work with are really great and I couldn't in good conscience recommend someone for that team that goes out of their way to support each other that is only in it for themselves. I personally don't want hedonistic people on the team I am playing on.
And a word about crafting BS emotional stories around how a family suffers because someone doesn't job hop. WTF.
If one can't go on vacation because they did not receive a raise they are not acting financially responsible. Especially when having a family.
Vacation imho always should come out of a play money budget. Put aside some amount of money every month for play and/or vacation. Next to money you put to the side for emergencies. Then pay the bills and still have money to spend. This is financially sound planning.
If either one of these is missing people are not planning their financials good enough. At least imho.
If anyone ever tells their kid that they are incapable of going on vacation because of a raise too low their kid should answer that they are sad their parents are lying to them about their financial incompetence.
The majority of people do not like investing their own time to change jobs.
The majority of people do not want the mental and emotional burden of changing jobs and feeling guilty over it.
The majority of people do not get amazing job offers frequently and will have to manually filter to find better opportunities.
The majority of people do not like taking a risk which may not pan out. Especially while having little savings.
Job-hopping being so prevalent is a result of the market. Despite the increasing number of barriers. If you do things differently from the market that prevent those incentives, I assure you, the majority will stop job-hopping.
Thanks for the long reply. It seems our way of seeing things are just different, irreconciliably different. Like, fire and water different. Like, extra terrestial beings different.
That being said, skipping on job hopper’s resume actually brings positive on both sides. We avoid wasting each others’ time. You are doing the right thing.
Actually, real life is way way more cruel than the 5 line dialogue that I described above. You don't know what people struggle in their life.
Maybe, hmmm, just maybe, they are supporting a few older generation women in their family that are all divorced and no longer can work? Just maybe, hmm...
Maybe, just maybe, that person has an aspiration of doing better for the world instead of chasing compensation, but limited by his/her circumstances, so he/she has to do leetcode + jumping ships all the time, just maybe.
Reality is brutal, cruel. Some people have so much, yet some people have so little.
I value other personality traits and people scoring differently on the big five. Especially agreeableness. I experienced them providing a better and more long term productive team setup.
So I pass on candidates that (on average and I might miss out on great people once in a while) tend to value short term personal gains.
In the end it is a question of how (better in which direction) one tries to influence the environment one is in.
And I decided to take an approach geared towards longevity and sustainability of the team environment.
And you can't see my point, which is that increasing your income by 250% enables you to do other things you otherwise wouldn't be able to do. I work to live as much as anyone, but I expect to be paid market rate to do it.
I just realized we are comparing apples to oranges here.
I am paid above market median already in my current job. I could probably reasonably add 15 - 25 percent if I jumped once, maybe 60 percent if I jumped 3 times over 3 - 5 years.
I would have to change my role though and switch from an expert role into leadership/management with responsibility for people (wouldn't be a problem) and way less time to do the stuff I like about my job.
Btw. looking back over a somewhat longer time frame my current compensation is higher by a factor of 4.5 then around 11 or 12 years ago.
It isn't as if I would not look out for myself. Or would want to be compensated significantly below market rates. Just that for myself and the team I am part of I try to optimize for agreeableness and long-term thinking.
Well, I got over 200% in the last 5 years. And my current employer will give a raise of 20% after one year with them. This was negotiated before.
In short: if you are unhappy with your payment, you have to realize owe more to yourself and your family than to some random company. Find another job, negotiate as much as you can and move on.
>If someone job hops I don't recommend them for further interview rounds. Even in an agency setting were turn over is high. I don't want people like that on my team.
You can get assured, people don't want someone like you near them, too. You are doing them a favor. :)
Last year got raise 3%, this year just got raise 5%, but my TC currently ($190k base + $30k bonus) is still lower than people I know. 2 years ago when I joined, my peers got $250k base already and I was getting $180k base.
Exceeded expectations on both 2 years.
Raise for inflation doesn't even take into adjustments knowledge and experience gained.
Looking at TeamBlind astronomical TCs, I feel I'm not valued enough. Especially not when my peers are making $70k more than me.
The company: we sell terminal.
I am interviewing hard these days. Leetcoding again. It sucks to interview again, because I like my teammates, my manager. And instead of working with my best effort for my employer, now I have to juggle interviews and Leetcode/system design/behavioral preparation.
And I will not stop interviewing until I get a better job, even if it takes me 365 days or more.
My best advice (in the short term) is to contribute to a huge open source project. At the depths of my boredom I contributed to dotnet, who better to learn from than the people who make your tools? Amazingly bright minds to learn from.
Contribute to React. Contribute to Boost. Contribute to Scala. What are you using, or what do you wish you could to use? Contribute to that.
