华为刚入职研究生薪水多少钱_薪金谈判：如何不放火烧钱

华为刚入职研究生薪水多少钱

Pop quiz, hot shot.

流行测验，热门人物。

You aced the phone screen. This morning’s on-site interviews went amazing. After lunch with the team, an HR guy sits down across the table from you. He asks you, “What’s your desired salary?”

您已将手机屏幕打开。 今天早上的现场采访真是太神奇了。 与团队共进午餐后，一个人力资源专家坐在您对面的桌子上。 他问你，“你的期望薪水是多少？”

What do you do? What do you do?!

你是做什么？ 你是做什么？！

Whatever you do, don’t give him a number. Because once he has that number, he can set the tone for the rest of the negotiation. That number will become a ceiling — the highest offer you could possibly get from this job. And most likely, you’ll get even less.

无论您做什么，都不要给他电话。 因为一旦有了这个数字，他就可以为其余的谈判定下基调。 这个数字将成为上限-您可以从这份工作中获得的最高报价。 最有可能的是，您得到的甚至更少。

Or maybe he’ll try another angle to trick you into saying a number before he does: “What’s your current salary?”

或者，也许他会尝试从另一个角度欺骗您，然后再说一个数字：“您目前的薪水是多少？”

This seems like a reasonable enough question. Don’t you kinda have to answer this question?

这似乎是一个足够合理的问题。 您不是一定要回答这个问题吗？

No, you don’t have to answer this question. And you shouldn’t. Employers know that basically anything above your current salary will be an improvement for you, and they’ll adjust down the offer they were planning to give you accordingly.

不，您不必回答这个问题。 而且你不应该。 雇主知道，基本上您目前的薪水以外的任何东西都会对您有所改善，他们会相应地调整他们打算给您的报价。

So what’s the best way to deal with these questions? Just say, “I’m not comfortable sharing that information at this point,” then steer the discussion back to the job you’re interviewing for. And if they persist in asking you, persist in repeating this phrase until they get the idea.

那么解决这些问题的最佳方法是什么？ 只需说：“目前我不愿意分享这些信息，”然后将讨论引导回您要面试的工作。 如果他们坚持要问你，请坚持重复这个短语直到他们明白了。

At some point in the process you achieve something which I describe as “Yes, if…” rather than “No, but…”. “Yes, we want to work with you, if we can come to a mutually satisfactory offer,” which is distinguished from, “No, we don’t want to work with you, but we might work with you if it turns out that you’re disgustingly cheap.” After you have agreement in principle that, “We want you to work here. What’ll it take to make that happen?” — then and only then do you start talking about money. — Patrick McKenzie

在此过程中的某个时刻，您实现了一些我称之为“是，如果……”而不是“不是，但是……”的东西。 “是的，如果我们能达成双方满意的报价，我们希望与您合作”，与“不，我们不想与您合作，但事实证明我们可能与您合作”你真便宜。” 在原则上达成协议后，“我们希望您在这里工作。 要做到这一点需要什么？” —然后，直到那时，您才开始谈论金钱。 — 帕特里克·麦肯齐

Remember — you have this information. They don’t. Your current salary and your expected salary are basically the only informational advantage you have in price negotiation.

记住-您有此信息。 他们没有。 您目前的工资和预期工资基本上是您在价格谈判中拥有的唯一信息优势。

And believe me, you’ll need every advantage you can get.

相信我，您将需要获得的所有优势。

工作机会谈判过程不利于您。 (The job offer negotiation process is stacked against you.)

HR people have an incredible amount of information about you at their disposal. At the very least, they have your résumé, LinkedIn, portfolio and GitHub profile, which you gave them earlier in the application process. Chances are, they’ve also checked out your social media profiles and called former employers to ask about you (and not necessarily the references you gave them).

人力资源人员可以使用大量有关您的信息。 至少，它们具有您的简历，LinkedIn，产品组合和GitHub个人资料，这些资料是您在申请过程的早期提供的。 很有可能，他们还检查了您的社交媒体资料，并致电前雇主询问您(不一定是您给他们的推荐信)。

Not only do HR people benefit from a huge information asymmetry, they also hire for a living. They are professional negotiators. They have probably driven down the salary expectations of other candidates earlier that day before sitting down with you. And tomorrow, they’ll wake up and start driving down the salary expectations of candidates all over again.

人力资源人员不仅受益于巨大的信息不对称性，而且还以谋生为生。 他们是专业的谈判代表。 在与您坐下之前，他们可能在当天早些时候降低了其他候选人的薪水期望。 而明天，他们将醒来，并开始再次压低候选人的薪水期望。

What do you know about them, other than the name and title they give you when introducing themselves? You don’t know how your interviewers from earlier evaluated your performance, let alone the department’s budget for hiring you.

除了介绍自己时给他们的名字和头衔之外，您对它们了解什么？ 您不知道以前的面试官如何评估您的表现，更不用说部门的预算来雇用您了。

Your goal is to even the playing field as much as possible. One important way to do this is to take this real-time, in-person salary negotiation and switch it over to email.

您的目标是尽可能地公平竞争。 实现此目的的一种重要方法是进行实时的面对面的工资协商并将其切换到电子邮件。

Email has two advantages: it gives you written documentation of their offers, which makes it harder for the employer to rescind them (“Oh, John didn’t have the authority to make an offer that high.”) But more importantly, it gives you space to research their numbers, and even use the offer they just gave you as leverage to secure a higher-paying offer elsewhere.

电子邮件有两个优点：它为您提供了报价的书面文档，这使雇主更难以撤销报价(“哦，约翰无权提出如此高的报价。”)但更重要的是，它给了您有空间研究他们的人数，甚至可以使用他们刚刚提供给您的报价作为在其他地方获得高薪报价的​​杠杆。

不管他们的提议如何，请向上谈判。 (Regardless of their offer, negotiate upward.)

What if you’re switching from an underpaid profession like teaching to a more lucrative field like software development? The initial offer you receive from them may be for significantly more money than you or your colleagues have ever earned.

如果您正从教学之类的低薪职业转向软件开发之类的利润丰厚的领域怎么办？ 您从他们那里收到的最初报价可能比您或您的同事所获得的要多得多。

You may feel like jumping out of your chair shouting, “Yes!”

您可能会想跳出椅子大喊：“是！”

But keep a poker face. There is almost always room to negotiate upward.

但是要保持一张扑克脸。 几乎总是有向上谈判的空间。

Of course, there’s also the threat that the employer will rescind the job offer if you take too long to accept it, or if you push too hard for a higher salary. Employers know that humans are hard-wired to fear downside risk more than they value upside potential. They may use your own risk aversion against you.

当然，如果您花太长时间接受这份工作，或者如果您为获得更高的薪水而努力争取，则雇主也有可能取消该工作机会。 雇主们知道，人们比担心价值潜力的人更担心恐惧的下行风险。 他们可能会对您使用自己的风险规避。

Let’s suppress that fear-of-missing-out for a moment, and instead think practically about the incentives an employer faces when it comes to hiring.

让我们暂时消除对遗漏的恐惧，而实际上考虑一下雇主在雇用方面面临的激励措施。

First of all, they have already poured tremendous resources into setting up all of these interviews, and in many cases flying you out to their headquarters and putting you up in a hotel.

首先，他们已经投入了大量资源来进行所有这些采访，并且在许多情况下，将您带到他们的总部并安置在酒店中。

Let’s take Google as an example. Google only extends offers to about 1 in 7 of the people who advance to their on-site interviews. Think of the dozens of hours of engineers’ time spent interviewing — and the tens of thousands of dollars in airfare and hotel bills it costs — just to make one offer.

让我们以Google为例。 Google仅将优惠提供给进行现场采访的人中约有七分之一。 想想工程师要花数十个小时进行面试的时间，以及花掉数万美元的机票和酒店账单，只是为了提出一个报价。

If you turn down that offer, they have to go and spend that time and money all over again, trying to find another candidate who meets their standards.

如果您拒绝该报价，他们将不得不再次花费时间和金钱，试图寻找另一个符合其标准的候选人。

So if you have an offer in hand, you already have a reasonable amount of power over the situation.

因此，如果您有要约，那么您已经有足够的权力来应对这种情况。

了解市场。 (Know the market.)

Sure, you could find someone in your LinkedIn network who works in a similar capacity at your target employer and ask them, “How much do they pay you over at Microsoft?” That may get you one data point.

当然，您可以在LinkedIn网络中找到某个在目标雇主中担任类似职务的人，然后问他们：“他们在Microsoft付给您多少钱？” 这可能会为您提供一个数据点。

But who knows, maybe that person failed to negotiate upward. Maybe they’re being underpaid and they don’t even know it.

但是谁知道呢，也许那个人没有向上谈判。 也许他们被低薪了，他们甚至都不知道。

Instead of trying to triangulate a reasonable salary by asking sensitive salary questions to a bunch of people, go straight to the data. There are three main variables that matter here: location, company, and job title.

与其尝试通过向一群人提出敏感的薪水问题来尝试确定合理的薪水， 不如直接查看数据 。 这里有三个主要变量： 位置，公司和职位 。

In Mumbai, a US$100,000 salary buys you a life of luxury. In San Francisco? Not so much. If you are relocating for a new job, be sure to take the city’s cost of living into account. Here’s a recent breakdown of the cost of living for most major world cities.

在孟买，100,000美元的薪水可为您带来奢华的生活。 在旧金山？ 没那么多。 如果您要换一份新工作，请务必考虑到城市的生活成本。 这是大多数世界主要城市的生活费用的最新细分 。

Some companies pay better than others. Netflix is famous for paying its developers well above market rates, for example. So be sure to calibrate your offer against the salaries of other people at the same company, in the same position. You can use a tool like GlassDoor for this, but there’s a much more objective way to go about doing this: search data directly from the US Department of Labor.

一些公司的付款要比其他公司高。 例如，Netflix以向开发人员支付远高于市场价格的价格而闻名。 因此，请务必根据您在同一公司，同一职位上其他人员的薪水来调整您的报价。 您可以使用诸如GlassDoor之类的工具来实现此目的，但是还有一种更客观的方法：直接从美国劳工部搜索数据。

Wait, the US government shares data about how much companies are paying their individual employees? In the case of employees who come to the US on an H1-B work visas, the answer is yes. Employers are obligated to publish these figures.

等一下，美国政府分享有关多少公司向其个人雇员付款的数据？ 对于持H1-B工作签证来美国的雇员，答案是肯定的。 雇主有义务公布这些数字。

And some genius put all the data into one big searchable database of more than 1.6 million salaries. You can search by company, city, and job title. It’s free, and even has charts and filtering options.

一些天才将所有数据放到一个大型可搜索数据库中 ，该数据库包含超过160万个薪水。 您可以按公司，城市和职称进行搜索。 它是免费的，甚至具有图表和过滤选项。

Considering that non-US nationals need a visa — and thus have less bargaining power than US nationals — these salaries would probably be on the low end for people who can already legally work in the US. So make sure that whatever offer you ultimately accept at least clears these averages given its location, company, and job title.

考虑到非美国国民需要签证，因此与美国国民相比，具有较低的议价能力，对于已经可以在美国合法工作的人来说，这些薪水可能是较低的。 因此，请确保您最终接受的任何报价至少能清楚这些平均水平(鉴于其地理位置，公司和职位)。

股票期权可能毫无价值。 专注于现金。 (Stock options may prove worthless. Focus on cash.)

If a company is offering you stock as part of your compensation, and it isn’t already publicly traded (with a liquid marketplace where you can sell their stock), the stock probably isn’t worth anything.

如果一家公司向您提供股票作为补偿的一部分，并且尚未进行公开交易(您可以在流动的市场上出售其股票)，那么该股票可能一文不值。

Many large companies issue their employees stock options that vest over time, as an means of trying to lock you into your job. If you can profitably exercise these stock options, then sell them on the open market, great. They are in many cases almost as good as cash.

许多大公司都会发行员工的股票期权，这些期权会随着时间的流逝而存在，以此来试图将您锁定在工作中。 如果您可以盈利地行使这些股票期权，那就在公开市场上出售它们，很好。 在许多情况下，它们几乎与现金一样好。

But a vast majority of startups will fail, and their stock will be worth nothing. For every graffiti artist who makes $200 million off the Facebook shares he received for painting a mural, there are thousands of startup employees whose stock options are literally worthless.

但是绝大多数创业公司都会倒闭，他们的股票将一文不值。 对于每位因画壁画而从Facebook股份中获得2亿美元收入的涂鸦艺术家，成千上万的初创公司员工的股票期权实际上毫无价值。

Even if you’re at a successful startup, tax implications may prevent you from being able to exercise your options. Uber has used this trick to basically force employees to stay with them. Through this compensation structure, they are essentially saying, “Stay with us until we IPO, and you may eventually be rich. Leave, and you’d better have a multi-million dollar line of credit so you can pay the mother of all tax bills.”

即使您的启动成功，税收也可能使您无法行使选择权。 优步(Uber)使用此技巧基本上迫使员工留在他们身边。 通过这种薪酬结构，他们实质上是在说：“在我们进行首次公开​​募股之前待在我们这里，您最终可能会变得有钱。 离开，您最好有数百万美元的信贷额度，以便您可以付清所有税单之母。”

Keep in mind that if an employer willingly offers you stock in their company instead of just paying you more cash, this says a lot about their own view of the company’s prospects, and how much they expect their stock to ultimately be worth.

请记住，如果雇主愿意为您提供公司股票而不是仅向您支付更多现金，那么这充分说明了他们对公司前景的看法以及他们最终期望股票的价值。

If you’re still interested in spinning the stock option wheel of fortune, here’s a database that can help you figure out how much equity you should expect on top of your diminished salary.

如果您仍然对转动股票期权的命运感兴趣， 这里有一个数据库 ，可以帮助您确定在薪水减少的基础上应该拥有多少权益。

是的，高昂的起薪确实值得所有这些麻烦。 (Yes, a high starting salary really is worth all of this hassle.)

A friend of mine went back and forth with Apple for weeks over his starting salary. After six counter-offers, he finally locked in the salary that he needed so that he and his wife could afford a house in Silicon Valley. It was nearly twice Apple’s initial offer.

我的一个朋友在他的起薪之上与苹果来回了数周。 经过六次还价后，他终于锁定了所需的薪水，以便他和他的妻子买得起硅谷的房屋。 这几乎是苹果最初报价的两倍。

And another friend was able to get offers from several different companies over the process of a few weeks, then play employers against one another. Even though he already knew from day one which company he ultimately wanted to work for, and kept interviewing. He then used these additional offers as leverage to maximize his starting salary at his dream job.

另一个朋友在几个星期的过程中就可以从几家不同的公司那里获得要约，然后互相对抗。 即使从第一天起他就知道他最终想为哪家公司工作，并一直在采访。 然后，他使用这些额外的报价作为杠杆，以最大程度地提高自己梦想中的工作的起薪。

If you have time for a long, crazy read, Haseeb Qureshi — pro poker player turned developer — wrote a detailed account of how he negotiated like crazy and pitted employers against one another, ultimately landing a $250,000 compensation package at his first developer job.

如果您有时间进行漫长而疯狂的阅读，那么由职业扑克玩家转为开发人员的Haseeb Qureshi撰写了一份详细的说明 ， 详细介绍了他如何像疯了似的进行谈判并使雇主相互竞争，最终在他的第一个开发人员工作中获得了25万美元的薪酬。

“But these are outliers,” you may be thinking. “This all sounds like so much hassle, interviewing so many places, conducting so much reconnaissance. I’ve got bills to pay.”

“但是这些都是离群值，”您可能会想。 “这听起来真是太麻烦了，采访了那么多地方，进行了如此多的侦察。 我要付账单。”

The reality is that your future raises — and to some extent your salary at subsequent jobs — all depend heavily on your starting salary at this next job.

现实情况是，您的未来加薪(在某种程度上，您以后工作的薪水)全都取决于您下一份工作的起薪。

Starting out with a lower salary — like, say, most Americans who graduated from college during the Great Recession — will cast a long shadow over your life long earning potential. This is in part because pay raises are generally awarded as a percentage of your current salary.

从较低的工资开始(例如，大多数在大萧条期间毕业的美国人)将为您一生的长期收入潜力蒙上阴影。 部分原因是加薪通常是按您当前薪金的一定百分比奖励的。

What’s the difference between a $100,000 salary and a $120,000 salary, five years out? Assuming you get a 10% raise each year (which is a conservative figure for US software development jobs):

五年后，100,000美元的薪水和120,000美元的薪水有什么区别？ 假设您每年获得10％的加薪(这是美国软件开发工作的保守数字)：

At $100k salary: 100k + 110k + 121k + 133.1k + 146.4k = $610.5k earnings

100,000美元的薪水：100k + 110k + 121k + 133.1k + 146.4k = 61.05万美元的收入

At $120k salary: 120k + 132k + 145.2k + 159.7k + 175.6k = $732.5k earnings

薪水为$ 120k：120k + 132k + 145.2k + 159.7k + 175.6k = 732.5k美元的收入

That’s right — just an extra $20k in starting salary can translate into more than $120k in total additional wages inside five years. To put this number into perspective, it’s more than most Americans spend on their entire college education.

没错-仅仅多付2万美元的起薪就可以在5年内转化为超过12万美元的额外工资。 从数字上看，这比大多数美国人在整个大学教育上的花费还多。

Wouldn’t you spend a few weeks searching databases and sending emails back and forth, if it meant that you could get back all that money you spent on college?

您是否会花费数周的时间搜索数据库并来回发送电子邮件，如果这意味着您可以收回在大学期间花费的所有钱呢？

Yes. Salary negotiation is worth it.

是。 工资谈判是值得的。

I only write about programming and technology. If you follow me on Twitter I won’t waste your time. ?

我只写关于编程和技术的文章。 如果您在Twitter上关注我，我不会浪费您的时间。 ？

翻译自: https://www.freecodecamp.org/news/salary-negotiation-how-not-to-set-a-bunch-of-money-on-fire-605aabbaf84b/

华为刚入职研究生薪水多少钱