[HN Gopher] How to Set Low Expectations at Your Two Remote Jobs ___________________________________________________________________ How to Set Low Expectations at Your Two Remote Jobs Author : oriettaxx Score : 65 points Date : 2021-12-23 21:44 UTC (1 hours ago) (HTM) web link (overemployed.com) (TXT) w3m dump (overemployed.com) | revskill wrote: | There's a time i worked like 4 jobs at the same time. Such a | nightmare and my advice is, just keep at most 2 jobs only. | | The key to success to me, is to kill procastination as fast as | possible, seeking for help as soon as possible. Relax well, eat | well. The job is getting the job done, not broken. | lanevorockz wrote: | Americans are finally catching up to Third World standards. It's | pretty common to work two jobs and juggle between them, it's just | that you used to be able to have a decent life with one revenue | stream. It seems that after covid this will no longer be the | case. ;) | dreyfan wrote: | Only two? [1] | | [1] https://news.ycombinator.com/item?id=27454589 | vnchr wrote: | As a remote manager, I find this list of red flags helpful for | future reference. | mise_en_place wrote: | Just be careful what you wish for. One coworker of mine at a | previous company did this and burned out really quick. He had a | family (16 year old son and 9 year old daughter) and could never | use vacation to spend time with them. He would use vacation time | at one company to catch up on work from the other. He offered me | once to join a team to have two remote jobs but I declined. But I | did admire his tenacity and sacrifice for his children. | herpderperator wrote: | My expectations were pretty low. The website delivered: | https://www.dropbox.com/s/oaiipqmos484ojs/low_expectations.p... | synergy20 wrote: | The page is inaccessible now, resource limit reached. | | for any given hi-tech job these days, the employee agreement | always states this is your sole job per contract and all your | inventions belong to your employer too(not just the 40 hours per | week), especially for full-time w-2 jobs. How could you have two | in parallel? are we violating the hiring contract here? | | Assuming two jobs have no conflict of interests of course, | otherwise it's illegal in most cases and nobody wants to do | that(other than it's too unethical) | novok wrote: | A pattern I've noticed with double job workers: | | 1. They tend to work double jobs at frankly lower tier companies | with lower standards and significantly lower pay. Because the | companies are lower tier, they stagnate in their career growth | because the company is not teaching them good skills. And you | cannot put both jobs in your resume, only one on top of that, and | this will show up in future background checks. | | 2. Because of double working, they are pretty much guaranteed to | not get promoted beyond the standard terminal level. | | 3. They think that promos (like this article), are at most only | %10, while promos are more like a x1.5 to x2 of your income. | | 4. You cannot work at proper startups and learn a ton, because | the workload would be way too high for this strategy. | | Real example: One person I know has 2 $150k jobs for a total of | $300k. If they joined as a jr engineer at a FANGMULA or | equivalent, they would be making $300k, not be fucking stressed | about the duplicity that is working 2 jobs, learn more because | it's a better company and get promoed to sr engineer within a | year or two and make $400-500k instead. If they have ambition, | they can cross the leadership rubicon (either through becoming a | staff engineer or manager) and make even more, reaching up to | $700k-$1M eventually. | | Maybe if your having a hard time breaking into startups or | FANGMULA and your just starting out, this might be an ok | strategy, but beyond that, it's not a good idea. | odonnellryan wrote: | For a short time I was "working two jobs" as part of a | transition (everyone was aware) and I found it almost | impossible to even manage one or two meetings a week at each | job - conflicts were crazy. | | What are you supposed to do when you have a conflict, if you're | keeping things secret? "that time doesn't work for me" "uh, | why? I just hired you. You have another meeting?" | redisman wrote: | This is kind of an absurd counter. Not everyone can just choose | to become a high level engineer at the handful of the most | selective companies in the world. | endisneigh wrote: | > Real example: One person I know has 2 $150k jobs for a total | of $300k. If they joined as a jr engineer at a FANGMULA or | equivalent, they would be making $300k, not be fucking stressed | about the duplicity that is working 2 jobs, learn more because | it's a better company and get promoed to sr engineer within a | year or two and make $400-500k instead. If they have ambition, | they can cross the leadership rubicon (either through becoming | a staff engineer or manager) and make even more, reaching up to | $700k-$1M eventually. | | Sometimes I wonder if the people saying this stuff really even | work there. It's not impossible, but the kind of person who | would be promoted that fast wouldn't be working two crappy jobs | to begin with. | | Not to mention even if you were promoted you wouldn't go from | $300K to $500K. You think getting promoted at FAANG gives you | an over 50% increase in total comp? | | You should join one if you're not already there and read about | how people are complaining about less than 6.7% (last inflation | report) raises during company meetings and less than 10% even | when promoted. | | lol | Aeolun wrote: | > They think that promos (like this article), are at most only | %10, while promos are more like a x1.5 to x2 of your income. | | This is not true in most of the world I believe. | GnomeSaiyan wrote: | Nobody is making $300k as a junior engineer. And certainly not | getting promoted to senior engineer within a year on top of | that. Stop talking out of your ass. | olingern wrote: | > and this will show up in future background checks. | | I'm not interested in working two jobs, but can you provide | some sort of reference around this? | | My last two background checks included no employment info and I | was fairly certain private sector jobs have no reporting | outside the IRS, hence ridiculous interviews. | picodguyo wrote: | AKA How to end up with zero remote jobs. | | Seriously, don't do this. Just because you can exploit a system | doesn't mean you should. | HPsquared wrote: | It's ironic that a site about working two simultaneous jobs has a | "resource limit exceeded" error. | [deleted] | meirelles wrote: | OMG, again? Are we going to see this every week now? This guy has | two jobs already and still has time to brag about and promote his | blog. Please don't ruin the remote work for us. | throwaway5371 wrote: | jiveturkey wrote: | disagree with the overcommunication. overcommunication means your | boss has too much sense of where you are or where you are | claiming to be. and more work will be tossed over to you. always | accept new work and just drop 50% of it without further reporting | on it. | | otherwise, yeah I always set low expectations. On day 1, I show | up late to orientation. always. It's worked great for me over a | long career. (single jobs, not dual, although in school I always | maintained 3-4 concurrent part time gigs) | | website worked for me but the menu part didn't load correctly. it | looks quite poor. too bad it's not intentional. | | there's only 1 time of year when you perform. the 2 months before | perf eval. | xwdv wrote: | This is a litmus test. If your mentality is that you are paid for | your time, not for your value, then I guess you will always carry | guilt about working multiple jobs. | | If however you feel zero guilt, it is because you have | internalized your true self worth. It shows you understand the | value you bring to a company and the value of a company having a | fully onboarded developer hot and ready to go whenever a crisis | happens. You are not merely an ass sitting in a chair. | | Once you learn that your value as a developer has no relation to | time and space, you can truly ascend to the next level of social | class. | bellyfullofbac wrote: | Haha, the error message is a bit ironic when talking about | working 2 full time jobs: | | Resource Limit Is Reached - The website is temporarily unable to | service your request as it exceeded resource limit. Please try | again later. | zekenie wrote: | Hilarious | bearbin wrote: | Archive: | https://web.archive.org/web/20211117171239/https://overemplo... | kuyan wrote: | Redirect loop for me but I can load the page if I disable | Javascript. | | Here's a copy of the text (keywords: mirror, archive): | | > How To Set Low Expectations At Your Two Remote Jobs > On | April 12, 2021 By Chloe T. In Corporate Life, Multiple Remote | Work, Tactics | | > One of the keys to success while working two remote jobs is | communications and setting low expectations with your boss. You | want to give the perception of meeting standards while striving | to overachieve in your primary "keeper" job. You want to set | yourself up for success, and by success, we mean keeping the | two remote jobs for as long as possible. Naturally, with | working two jobs, one job will be more demanding than the | other. The strategy is to set the workload low in at least one | of the two jobs so you can navigate spikes in workload. | Remember, the end goal here is to have dual income streams and | reach financial freedom sooner. | | > Why Is Perception And Setting Low Expectations Important For | Remote Work | | > We've heard it before, perception is everything. This HBR | article illustrates a great example of how perception matters | at the end of the day, not the real story. The fact is if | you're perceived as a hard worker, it doesn't matter what you | do behind the scenes. In the two job game, you want to be | perceived as someone who meets expectations. While in reality, | your aim is to do the minimum and get by; don't get fired while | secretly hoping to get laid off. A strategy to achieve a | positive perception (and outcome) is accomplished by setting | low expectations with your manager. | | > Why Setting High Expectations With Your Boss Is A Waste Of | Time | | > Let's first start by going over what everyone tells you to do | - set high expectations, get promoted. Yes, this leads to more | money. That's great. But let's look at the ROI because all | great employees and MBA's should care about the ROI on behalf | of the company. | | > But what about your Personal ROI's? Indeed's research | concluded that the average employee raise is 3%. It may be a | bit higher in tech, so let's say 5 - 10%. | | > You might need to put in 30% more hours, more stress, more | work to get a minimal increase in your salary. To me, setting | those high expectations to get a promotion is a waste of time. | You can get a second job and easily give yourself an 80% | "raise" for your work. Also, I'm a good employee by being | mindful of ROI's, my own. | | > What I've Learned About Setting Low Expectations From Years | of Working | | > What I've learned is expectations need to be set from day 1. | I once worked with a new senior manager who always left at five | o'clock since his very first day. New hires usually stay late | to ramp up quickly. Not this guy. He set the expectation that | he would leave the office by five and stuck by it every day. It | was genius. A year into the job, he's still shutting down at | five while the rest of us kept working. | | > For managers, it's typically hard to have that conversation, | "can you put in more hours?" If your manager adds new tasks, | just be clear you cannot complete them in the timeframe given. | If you're labeled as the "guy who leaves at five," people won't | give you more work knowing you can't get to it. More work is | assigned to you once you do a great job, and it is an endless | circle. This story is just one example, but the lesson is to | set expectations early and set them low. That way, the only | place to go is up. | | > Once you set high expectations, you're always going to fail | if you don't meet them. Like the concept behind the HBR | perception article, you can have done great work but once you | fail to meet the expectations that's what people remember. How | many times you think you did a great job, but when you have | your review, your boss mentions all the "failures" and missed | expectations. Sound familiar? | | > How To Set Low Expectations At Work With Your Manager | | > Let's get into how you can set low expectations while working | your two remote jobs. As we mentioned, set these expectations | early. | | > Be The One To Drive The Conversation | | > Don't ask what your boss's expectations are; set them | yourself. Instead of going into the conversation by asking what | their expectations are, set and communicate them to your | manager. By asking what their expectations are, you are putting | yourself in a corner. In developing your own low expectations | and communicating them, you are placing the burden on your boss | to have that difficult conversation with you to say otherwise. | Psychologically, it's harder to say no, than to say yes. Let | your boss be the one to say no to you. As a new employee, | you're most likely to slide by for the first review cycle with | this method. | | > Communicate Often And Early | | > Being a great communicator can be a great asset. Think about | those who do great work and are not great communicators. What | about those who do mediocre work but can communicate. Who do | you think will be looked upon more favorably? Set your | expectations and make them visible to everyone to know what to | expect. Take this as an opportunity to improve your | communication skills. With practice comes mastery. | | ... | | > As you can see from this example, the employee | overcommunicating comes across as more trustworthy and in | control. That's the perception you want to convey. Even though | something is not on track, or you haven't started at all, just | the fact you are communicating the details along the way, | people are more comfortable. Also by communicating frequently, | you can soften the blow of the miss. | | > Explain The Reasons Behind Your Low Expectations | | > While setting expectations is excellent, if you can back up | your thought process to come to those expectations, you have a | better case. Always come to the table with your examples of how | you thought through your goal-setting process. For example, if | you are new to a particular field, you can put the small | milestones to achieve "xyz" goal. With each milestone, you can | explain how difficult it was to reach that milestone and drag | out the timeline to the next set of milestones to achieve "xyz" | mastery. | | > Good communicators always over-communicate. They are | perceived to be in control, even what's said is the same | message just repeated many times. If you have project updates, | and the updates are the same for weeks, you're still being | perceived as a good project manager since you are visible and | proactive in communicating. Again it's about perception. Like | the deft hands of magicians, mastering resetting expectation is | just as important as setting low expectations at the beginning. | Leverage Your Newbie Card In Setting Low Expectations | | > Being new has its advantages. No one knows you, so you start | off with a clean slate. You can take advantage by setting low | expectations with your manager for your first review cycle. | There are many barriers to mastering your remote jobs, such as | ramp-up time, company culture, new systems, and different | procedures. Let these barriers shine in setting your low | expectations - and all the more reasons to have unambitious | goals. | | > Leverage The Review Cycle | | > Understand when the review cycle starts and ends. Set and | time your goals to the review cycle. Usually, people set goals | for the year, but keep in mind you're evaluated on review | cycles. There's no use in setting goals for eight months when | the review is only four months away. | | > Be A Follower Not A Leader | | > Realize that not everyone needs to be a leader in every job. | Everyone is different and it takes employees of all types to | make the company hum. There's nothing wrong with being a | follower and doing what's expected. Remember, there are no | leaders if there are no followers. Avoid the slippery ladder in | your career. Take the side door instead. | | > Setting Low Expectations And The Two-Job Game Plan | | > The game plan for two remote jobs is to set the expectations | low with your manager and prolong your hustle until your exit | to another job or you're laid off with a severance. For the | second non-primary job, you're there for one reason only, to | collect a paycheck. A paycheck that is 500%+ more than a raise. | The goal is to keep the paycheck going for as long as you can | with minimal effort. | | > 30 days - The first 30 days are easy due to ramp up but are | critical to set low expectations. Set yourself up for success | in working two jobs. Be that guy or girl who always logs off at | five o'clock (even better at four), and let people know. Once | you start extending yourself, answering emails and messages | after hours, your co-workers will see that as the norm and more | work will creep up on you. If you're never available after a | certain time, your colleagues won't message you because they | know you won't respond. | | > 60 days - In the 30-60 day window, you should set goals with | your boss if that's not already done. Drag out the newbie card | and claim slow ramp-up time. Identify what absolutely needs to | be done, communicate that as your goal, and meet them. Again, | it's all about the perception that you meet expectations, not | the work you've actually done. You can do little work but as | long as you met the communicated expectations you're golden. | | > What If You Don't Feel Right Low Balling Expectations At Work | - Put The Ego Aside | | > We're primed at a very young age to be the best we can be. We | look up to leaders in society. If your ultimate end goal is | financial freedom, you have to strategize and optimize for that | and put your ego aside. You're aiming to be a leader in your | personal life and the truly ambitious one land two jobs. Who | cares if you're not a leader in the public eye of a workplace. | You can channel the guilt, if any, towards donating the extra | money to a good cause, like the YMCAs. Go do something you care | about. Work is just means to an end. Join us in the | counterculture towards work. | bdidicn wrote: | This is an endless redirect loop for me on mobile | pph wrote: | Unfortunately that site seems to keep reloading forever (/e/ | Browser which is a Chromium/Bromite fork). I haven't been able | to check the original site though, so the issue might be | present there as well. | bearbin wrote: | Ah, uMatrix saved me from that... Reader mode seems to work | well on Firefox to stop the redirection as well. | codelord wrote: | Encouraging people to take two full-time jobs by lying and | cheating their way around is such a terrible advice even if you | only look at purely based on self-interests with no moral | considerations. | | Negotiate well when starting a new job (If you haven't find a new | job and negotiate well). Do great work. Use the extra time to | invest on yourself: read, exercise, learn new skills, etc. You'll | be happier and more successful in the long run. | bonestamp2 wrote: | It says a lot about our work culture when leaving at 5pm is | considered setting your boss's expectations "low". | omosubi wrote: | I love that we are collectively acknowledging that we're all lazy | as hell. First that askHN about lying about working and now the | HN hug of death for this article | Sebguer wrote: | In case anyone was curious about the AskHN re: lying about | work, and missed it like I had: | https://news.ycombinator.com/item?id=29581125 | starklevnertz wrote: | If you're a developer, your employer is using git checkins as the | primary measure of whether you are working. | | You'll need a script to automate credible git activity. | xupybd wrote: | Or believe in the work you do and get satisfaction from working | hard and delivering above and beyond. | | I've burnt out before and lost motivation. It's horrible. I'd | much rather buy into the company vision as much as possible. | | I'd hate to have two jobs that are purely about time in equals | money out. | | I want one job where leadership inspires me to work hard and get | more done than I would have without them. | rokob wrote: | I really agree with what you are saying, but counterintuitively | buying "into the company vision as much as possible" seems to | result in the most burnout for me when reality eventually hits. | | I've been trying to figure out how to temper my natural | tendency to go all-in with the reality that everything has some | shit that sucks. I can understand the hope that there might be | some psychological ease associated with dissociating yourself | from the vision. | redisman wrote: | I can only control small parts of the tech side of a company. | It's silly to worry about things outside of your control so I | definitely don't "buy into the company vision". I just | deliver good software and hope everyone else knows what | they're doing so I don't need to find a new job. | xwdv wrote: | So basically you want to be worked hard like a horse and feel | satisfied at the end of the day when you lay your head down to | rest that you have made a difference, don't even care much | about the money because the work is it's own reward. | brosky117 wrote: | This is how you ruin remote work for everyone. Remote work is | about trust. | VRay wrote: | Not to mention that working two jobs poorly is a lot more work | and a lot less money than boostrapping a decent SaaS | newnamenewface wrote: | I actually agree with you over the other comments. I think | the idea of industriously trying to be the worst worker you | possibly can (while not being fired) is one of those self- | defeating efforts to do less work where you actually do more | work in a lot of ways. You've got to justify to yourself | continually that you're not being a drain or a bad person. | You've got to juggle context switching between two roles | during an overlapping period, making both more difficult than | they would be individually and leaving yourself worse able to | focus generally. (I suppose you could probably block your | schedule to make this work better but I can't see a silver | bullet solution for all the time.) You've got to | compartmentalize your jobs and your interaction with | coworkers. I know that with my personality, these factors | would be major drags on my mental and emotional well-being. I | would feel like a fraud for a long time before getting used | to something like this. | | With a business, while you deal with some similar issues | (compartmentalization, context-switching), I expect they'd | feel far less invalidating (again, to me/those with similar | personality types) because you'd know you were actually | applying yourself to do the best you could. | hwers wrote: | Successfully boostrapping a decent SaaS sounds way more | challenging in my eyes, got any tips on resources to read to | make that be as obvious a task as it seems to be in your | eyes? | andrewxdiamond wrote: | There's a ton of content out there, but the best advice | I've seen is simple. | | 1. Find a (ideally large) group of people you care about | | 2. Find a problem they have | | 3. Solve it | granshaw wrote: | Oh wow if only any old dev could bootstrap a $400k SaaS - way | easier said than done | twa999 wrote: | it's about getting paid. | literallyWTF wrote: | No man don't you understand? It's better to not be paid and | dedicated your life to the ethos posted on the 'About' page | of the company than it is to play the system. | zer0354 wrote: | Remote work won't be ruined by this. In fact, it's perfect. | | The premise is that the average person puts in 10x the effort | for a 1% return on investment. You are an employee, sure, but | are "investing" the company in terms of life-hours you could | spend elsewhere. Naturally, you want to therefore minimize work | and maximize salary. The ultimate situation being getting | regular raises by doing 20-50% less than is expected to you. | | If employers don't want this the solution is simple. It's not | finding these people and firing them. It's paying people | commensurate to their effort like a real meritocracy would. | | If someone can hold 2 jobs working at 50% brain capacity then | they are obviously very talented and quite crafty. You pay this | person enough, they will dedicate 100% of their brain to your | project. The employer side of the equation is JUST as | exploitative as the employee side. It's just far, far, far more | common for the employee to be exploited. For example, via | pagerduty, poor hiring practices leading to overwork, or | overtasking. | | This is wonderful. Anyone who is truly a libertarian should be | encouraging this. It's the perfect free market solution to | exploitative labor. You dont get paid past 40 hours for your | salary. Why should you reduce YOUR OWN worth to make a | company's bottom line bigger? Unless you hold ITM options in | the company the answer is you don't and shouldn't. You should | be exploiting them at every turn. | [deleted] | throwaway75787 wrote: | Isn't this keeping jobs from those of us who are limited to | normal brain capacity, but need to make the rent? | zer0354 wrote: | Contractors don't really take away jobs from people and I | see this as no different. The people capable of this are | relatively small in number even in an industry full of | talented people. | planetsprite wrote: | Sorry but the silicon valley ethos is that only geniuses | matter. Everyone else, the 99% non-savants, aren't relevant | and can be discarded when needed. | oriolid wrote: | No, it's creating jobs for the unlucky ones who have to | clean up the mess the one 200% employee made. | imgabe wrote: | There's not a limited number of jobs. Anybody who is | capable of providing a positive ROI on their salary is | worth hiring. | throwaway75787 wrote: | I wish I could just be a corporate cog for a few days a | week and then do my own thing. Unfortunately, at least | judging from the interviews I've had the last few months, | HR/hiring is still looking at things from a full-time | headcount perspective. Somebody complained about having | to do paperwork for each employee, which I can't wrap my | head around because it's their job to do employee | paperwork. But it seems to still be about extracting 40 | hours and then overtime from any vaguely professional | position. One manager told me that they are limited in | headcount for their department. | raincom wrote: | Good advice even for one job--whether remote or in-person. Why | put in 30% more effort, when you are not getting paid 30% more. | That's why stick to the average pace of your team. | ithkuil wrote: | May ai suggest a different spin? Try to put 30% more effort, | but into learning stuff for your own sake. This will make you a | better engineer. As a side effect you may be more worth to the | company you work for and/of get a better job somewhere else | later. | raincom wrote: | That is possible for some people, also depends on the culture | of the team one is part of. An average guy needs good | mentors, good team mates who can teach, etc. Such teams are | very hard to find. So, in that case, one has to be driven to | learn on his own without any aid. | jacobr1 wrote: | The classic advice is for career advancement. For promotions | and raises and for internal political capital to promote the | projects you want, or the implementation you think best. Sure, | if you just want to a be a cog in the machine, without broader | responsibility (and the historically much higher compensation | for that) then don't do more than the is necessary to ensure | you remain employed. | | But it probably is more lucrative to achieve some success, and | then leverage that to the next thing (which might need to be a | different company). | Sosh101 wrote: | I hate it. | narag wrote: | I expected this to be a version of the underpromise overdeliver | thing, but it seems more like oversleep under a rock. | | It was sad to see the epic 10x programmer die, now it's the time | for the hillarious 0.1x pretender. | civilized wrote: | > Resource limit exceeded | | Ironic, isn't it? | screye wrote: | I genuinely don't get the point of 2 remote jobs. The tech wage | scaling is absolutely bonkers right now and the value proposition | of this system is not clear to me. | | Assuming you only work 20 of your 40 hrs/week in each job, you | are still working a fulltime job with 2x your salary. If someone | is competent enough to sustain 2 jobs, they will also get quickly | promoted to 2x their salary if they are working one job. | | Now work a couple of years in this job, and soon you'll be able | to complete its responsibilities in 20ish hrs/week. Every job | gets easier overtime in that sense. | Roritharr wrote: | I don't know what world you live in, but I have yet to see a | company which let's anyone reach 2x of their starting salary in | less than a decade. | | Might be because I'm european, but the idea sounds crazy to me. | bspammer wrote: | I'm sure it's harder to get when you're more senior, but I | started working as a graduate in London for PS30k 3 years ago | and am now on PS60k. I think this is pretty typical in | London. | tibbetts wrote: | Depends when in your career, and what the company is doing. I | went from my first starting salary of $72k at age 23 (in | 2003) as engineer #2 to $150k as chief architect about 5 | years later. After another 5 years we sold the company, and I | was making better than $300k salary plus bonus in 2013. So | that's two doublings in 10 years. But it's also probably the | exception that proves the rule. | who_me_qmark wrote: | I've more than doubled my salary every 4 years in Silicon | Valley. I'm 11 years in and 16x my starting salary my first | year out of college. Yes this includes equity comp, but this | is not dominated by appreciation. My current employer stock | performance hasn't been great or even mediocre. But my career | growth has ensured that doesn't matter. | rokob wrote: | You don't get 2x your salary quickly via promotion for doing | the same job unless you are starting at the very bottom. | nicolashahn wrote: | > If someone is competent enough to sustain 2 jobs, they will | also get quickly promoted to 2x their salary if they are | working one job | | Haha, at what company? I've met few people who've been able to | work at a company long enough (and for the company to be | successful enough) to double their salary. Apparently, it's | much faster to just get two lower paying, easy jobs. | raincom wrote: | "If someone is competent enough to sustain 2 jobs, they will | also get quickly promoted to 2x their salary if they are | working one job." | | Between the two extremes (mediocre and rockstar/10x), there are | many 'competent' people who can't get promoted to their 2x | salary jobs. And these people are competent in a particular | niche, not like those who aced programming olympiads, compiler | gurus, kernel hackers, etc. | dqpb wrote: | > If someone is competent enough to sustain 2 jobs, they will | also get quickly promoted to 2x their salary if they are | working one job. | | Nope | endisneigh wrote: | I know for a fact that at Meta (Facebook), even if you | literally are a genius and were promoted twice in 2 years you | wouldn't be doubling your total comp. | fffobar wrote: | > they will also get quickly promoted to 2x their salary | | That's only the case if they were underpaid to begin with. It | will plateau very quickly. | MattGaiser wrote: | Where are these mythical promos with 2x salary? I have never | met someone who got one. Heck, where are the companies that | even keep up with market rate for devs? Every company has short | tenures now. ___________________________________________________________________ (page generated 2021-12-23 23:00 UTC)