Get to yes with these practical tips from Snap, Inc.’s HR Manager, David Daniels (He/Him)
Negotiating a raise feels like a tricky thing to navigate and can bring up all sorts of unpleasant feelings of anxiety to imposter syndrome. David says the best way to set yourself up for success during a raise negotiation is to get honest with yourself about a few things first.
1. Remind yourself that you are in a job and your job is to perform
When an employee asks for a raise, David and his team will first consider the employee’s performance and value added to the company. If the employee isn’t a top performer, then that person will likely not be successful in their quest for a raise. High performing individuals equal high value to companies, so when you are asking for a raise, you are essentially asking to be retained. Be prepared for this, because you ultimately need to be high performing to justify asking for a raise.
2. Do your research
You should attempt to learn what the market is paying for roles like yours at similar companies. This matters because early stage start-ups usually don’t have salary caps and levels, whereas a more established later stage company will have strict caps and levels. This research will help you be more informed in your negotiations.
3. Determine how much time and work stress you are willing to put in
Get clear on your values. Is time with your family important? Or is a luxury apartment more important to you? There is no wrong answer here, it just helps you match your negotiations with your values. Companies that are more established and stable might pay less than an early stage start up, but will give you more predictability and stability in your job. While an early stage start up often demands more time and stress, they may reward you with equity or bonuses. When you think about your worth, think about what you’re willing to put in to justify that worth.
4. Figure out the things required to get to the next level
Take inventory of the things you are already doing and ask yourself what else could be done to help get you to that next level. What do you need to get there? How can you go above and beyond to help your team, managers, company, etc.? Use your manager as a resource here. They can help you craft a roadmap to get from A to Raise.
Once you’ve determined your worth, identified your values, and done your research, you’re ready to go get that raise!
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David Daniels made a transition from the higher education sector to tech nearly 10 years ago and has since been a strong advocate for diversity in tech and preparing talent from non-traditional backgrounds for successful careers in tech. David is the HR Manager for engineering and Seattle Site leader for Snap, Inc. He also recently joined the board of directors for Ada Developer Academy and has volunteered and served multiple LGBTQ focused non-profits over the past decade. Coming from a low-income, first-generation college graduate background, David encourages everyone to explore the importance of intersectionality of identities and how those lived experiences make you an asset to your respective organizations. David resides in the Capitol Hill neighborhood of Seattle with his partner. He’s an avid cyclist and enjoys travel and wine.
Snap, Inc. is a camera company. We believe that reinventing the camera represents our greatest opportunity to improve the way people live and communicate. We contribute to human progress by empowering people to express themselves, live in the moment, learn about the world, and have fun together. Millions of people use Snapchat every day, and it’s important that our team reflects that same diversity of cultures, backgrounds, and perspectives. Are you ready to join Team Snap?