Podcast appearances and mentions of josh doody

In this episode, Josh Doody, a renowned Salary Negotiation Coach and author of “Fearless Salary Negotiation,” explains what a Salary Negotiation Coach does and why this role is crucial for individuals aiming to maximize their compensation. Josh addresses the high fees associated with his services, justifying them by the significant return on investment his clients experience. He also shares how he developed his niche in helping executives and leaders negotiate job offers, providing a unique and highly valuable service. Finally, Josh offers his top piece of compensation negotiation advice, emphasizing the importance of understanding one's market value and confidently advocating for it.Resources: Website: https://joshdoody.com/  Connect with Josh on LinkedIn: https://www.linkedin.com/in/joshdoody/ Buy the book: https://fearlesssalarynegotiation.com/Josh's Twitter/X page: https://x.com/joshdoodyArticle: How to answer salary expectations questions: https://fearlesssalarynegotiation.com/salary-expectations-interview-question/Let's Stay in Touch! LinkedIn (be sure to mention you heard the podcast ;-)) Twitter Instagram Website - B.O.O.S.T.® Your Brilliance

Today's episode is a re-release of one of our most popular episodes on the podcast: our conversation with Josh Doody, a renowned salary negotiation coach and author of Fearless Salary Negotiation. With the job market shifting and more people navigating complex career moves, we thought it was the perfect time to bring back Josh's invaluable advice on negotiating job offers.This episode covers why changing companies can be key to maximizing your compensation, the best practices for salary negotiation, and common mistakes to avoid. It's packed with practical strategies and tips to help you approach salary discussions with confidence and make the most of your opportunities. This is a must-listen for anyone preparing for interviews or hoping to elevate their career trajectory.All episodes of the podcast are also available on Spotify, Apple and YouTube (video).New to the pod? Subscribe below to get the next episode in your inbox

Navigating the world of salary negotiations can be daunting, but mastering this essential skill can significantly impact your career growth.In this episode, Hannah Clark is joined by Josh Doody—Salary Negotiation Coach for High Earners—to share strategies that can help job seekers potentially secure thousands of dollars more in compensation, and adapt these techniques to future negotiations throughout their careers.Resources from this episode:Subscribe to The Product Manager newsletterConnect with Josh on LinkedInCheck out Fearless Salary Negotiation

Josh Doody has coached 200+ high earners in tech through salary negotiations, leading to an average of 16% increase in liquid first year compensation. He's a published author of Fearless Salary Negotiation and shares tips regularly on YouTube.In this episode, we talk about:* Why people should negotiate* What's a typical negotiation timeline* How to negotiate without a counteroffer* Go over common negotiation pitfalls/mistakes * How to negotiate in the current job market (Q1 2024)* Why changing companies every 2-3 years optimizes earning potentialIf you enjoyed the episode, feel free to learn more about Josh through these links:* Josh's site: https://fearlesssalarynegotiation.com/* How to answer “What's your expected salary?”: https://fearlesssalarynegotiation.com/salary-expectations-interview-question/ * Do you need multiple competing job offers to negotiate?: https://fearlesssalarynegotiation.com/multiple-competing-job-offers-negotiate/* Josh's newsletter: https://fearlesssalarynegotiation.com/newsletter/* Twitter/X: https://twitter.com/JoshDoody* Linkedin: https://www.linkedin.com/in/joshdoody/* YouTube: https://www.youtube.com/@TheJoshDoody* Book: https://www.amazon.com/Fearless-Salary-Negotiation-step-step/dp/0692568689Thanks for listening!Marc & BenMarc: https://www.linkedin.com/in/marcbaselga/Ben: https://www.linkedin.com/in/benerez/Did you find this episode valuable? We'd appreciate a share!Want the next episode directly in your inbox? Subscribe below

Josh Doody, author of Mastering Business Email, speaks with host Brijesh Ammanath about how software engineers can master business communication. They begin with an exploration of various communication modes, including Slack, virtual meetings, emails, and presentations. Josh shares several strategies to improve communication skills and cross-cultural communication, but if there's one key take away from this episode, it might be: “use positive language for any medium of communication; be kind and use positive words.” Brought to you by IEEE Software magazine and IEEE Computer Society.

For this episode, Rob and I interviewed Josh Doody, a self-employed Salary Negotiation Coach who specializes in helping high earners get paid what they're worth. We talked about: * Fearless Salary Negotiation * Pay Bands * Revealing Your Salary History * Salary Transparency * His money beliefs and definition of financial success * Why being a Salary Negotiation Coach is his dream career Enjoy this informative and eye-opening episode! Special Guest: Josh Doody.

This week, Josh Doody joins me for a conversation on the ins and outs of salary negotiation.  We also discuss increasing your value as an employee, negotiating raises, the importance of precision in professional communications and avoiding pronouns for proper nouns, using positive language as opposed to negative language, and the effect of building goodwill wherever you work.How to Win Friends and Influence People by Dale CarnegieFearless Salary Negotiation.comFearless Salary Negotiation by Josh DoodyJosh Doody on Twitter

Josh Doody, Owner of Fearless Salary Negotiation, joins Corey on Screaming in the Cloud to discuss how important tonality and communication is, both in salary negotiations and everyday life. Josh describes how important it is to have a positive padding to your communications in order to make the person on the other end of the negotiation feel like a collaborator rather than a combatant. Corey and Josh also describe scenarios where tonality made a huge difference in the outcome, and Josh gives some examples of where and when to be mindful of how you're coming across in modern communication methods. Josh also reveals how negotiating with companies multiple times allows him to understand their recruiters more than a person who is encountering their negotiation process for the first time.About JoshJosh is a salary negotiation coach who works with senior software engineers and engineering managers to negotiate job offers with big tech companies. He also wrote Fearless Salary Negotiation: A Step-by-Step Guide to Getting Paid What You're Worth, and recently launched Salary Negotiation Mastery to help folks who aren't able to work with Josh 1-on-1.Links Referenced: Fearless Salary Negotiation website: https://fearlesssalarynegotiation.com Fearless Salary Negotiation: https://www.amazon.com/Fearless-Salary-Negotiation-step-step/dp/0692568689/ Twitter: https://twitter.com/joshdoody LinkedIn: https://www.linkedin.com/in/joshdoody/ TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: Human-scale teams use Tailscale to build trusted networks. Tailscale Funnel is a great way to share a local service with your team for collaboration, testing, and experimentation.  Funnel securely exposes your dev environment at a stable URL, complete with auto-provisioned TLS certificates. Use it from the command line or the new VS Code extensions. In a few keystrokes, you can securely expose a local port to the internet, right from the IDE.I did this in a talk I gave at Tailscale Up, their first inaugural developer conference. I used it to present my slides and only revealed that that's what I was doing at the end of it. It's awesome, it works! Check it out!Their free plan now includes 3 users & 100 devices. Try it at snark.cloud/tailscalescream Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. I'm joined by recurring guest and friend Josh Doody, who among oh, so many things, is the owner of fearlesssalarynegotiation.com, and basically does exactly what it says on the tin. Josh, great to talk to you again.Josh: Hey, Corey. Thanks for having me back. I appreciate it and I'm glad to be here.Corey: So, you are, for those who have not heard me evangelize what you do—which is fine. No one listens to all of the backlog of episodes and whatnot—you are a salary negotiation coach, and you emphasize working with high earners who are negotiating new job offers, which is basically awesome. How did you stumble into this?Josh: Yeah, a good question. Really, it started as what I would say is a series of interesting career choices that I made, where I started as an engineer. I was pretty quickly bored in engineering and I switched to—I wanted to be customer-facing and do stuff that had impact on the business, so I did that and ended up working for a software company that made HR software that happened to do among other things, compensation planning. And so, I kind of started learning how it worked behind the scenes.And then over time, I started wising up and negotiating my own job offers. And noticed that wow that kind of worked pretty well, and I decided to write a book about it, a hundred percent just because I like to write stuff. I've been writing for 20 years on the internet, and I decided, why not just write a book about this? You know, five or six people will buy it, my mom will love it, I'll get it out there and it'll feel really good.And then people started reading the book and asking me if they could hire me to do the methodology in the book for them. And I said, “Sure.”Corey: When people try to give you money, say yes.Josh: Yeah. Okay, you know, whatever, you know? My first person that ever hired me asked me what my rate was, and I didn't have a rate because I had never considered doing that before. But she was a freelance writer and I said, “Well, whatever your rate is, that's my rate.” [laugh]. So, that was my first rate that I charged someone.And yeah, from there just, it took off as more people started hiring me. A number of friends were chirping in my ear that hey, you know, this seems like a really valuable thing that you're doing and people are coming out of the woodwork to ask you to do it for them. Maybe you should do that thing instead of the other things you're doing and trying to sell copies of the book and stuff like that. Like, why don't you just be a salary negotiation coach? That was, I don't know, like, seven years ago now, and here I am.Corey: I don't know if I ever told you this, but back when we met in the fall of 2016, I was trying to figure out what windmill I was going to tilt at before I stumbled upon the idea of AWS billing as being one of them. I thought that writing a book and being a sort of a coach of sorts on how to do job interviews with an emphasis, of course, on salary negotiation, would be a great topic for me because I've done it an awful lot. This is a byproduct of getting fired all the time because of my mouth. And then I started talking to you and my reaction was, “Oh, Josh is way better at this than I am. No, I'm going to go find something else instead.”And now the world is what it is, and honestly, at this point, all the cloud providers really wish you hadn't been there at that point in time because then they wouldn't have to deal with the nonsense that I present to them now. But I always had a high opinion of what you do, just because it is in such a sweet spot where if I were to shut this place down and get a quote-unquote, “Real job” somewhere, I would hire you. And it's not that I intellectually don't know how to negotiate. Half my consulting now is negotiating large AWS contracts on behalf of AWS customers with AWS. A lot of these things tend to apply and go very hand-in-glove.But there's something to be said for having someone who sees this all the time in a consistent ongoing basis, who is able to be dispassionate. Because when you're coaching someone, it's not you in the same boat. For you, it's okay, you want to have a happy customer, obviously, but for your client, it's suddenly, wow, this is the next stage of my career. This matters. The stakes are infinitely higher for them than they are for you.And that means you have the luxury of taking a step back and recognizing a bad deal when you see one. There is such value to that I can't imagine not engaging you or someone like you the next time that I would go about changing jobs. Although these days, it's probably an acquisition or I finally succumb to a cease and desist. I don't really know that I'm employable anymore.Josh: [laugh]. Yeah, I mean, you said a lot of really interesting things there. I think a common theme—you know, to work with me, there's a short application that people fill out, and very frequently in the application, there are a couple of open-ended questions about you know, how can I help you? What's your number one concern? That kind of stuff.And frequently, they'll say, “Yeah, I've negotiated before and I actually did okay, but I want to work with a professional this time,” is the gist of it, for I think reasons that you mentioned. And one of them is, there's just a difference between negotiating for yourself and feeling all of that pressure and having somebody who can just objectively look at it and say, “No, I think you should ask for this instead.” Or, “No, I don't think that you should give that information to the recruiter.” And the person instead of feeling, you know, personal subjective pressure can just say, “Well, the objective person that I hired and paid money to help me with this says, ‘don't do that,' or ‘do this instead,' and it's easier for me to just trust what they're doing as a professional and let me be a professional at the other things that I'm a professional at.”And so yeah, I think that's a lot of—you know, for some people, it's, “I have no idea how to negotiate. I don't want to screw this up. Please help me, Josh.” And for some people, it's, “Yeah, I've done this before. I did, okay, but I want you here to help me do this.”And that includes people who come back and work with me two or three times. They know the methodology. They've been through it literally with me, and I'm very open about what we're doing and why I'm collaborative with my clients. We're talking about the decisions we make. I will bounce things off of them.I'll say, “Here's what I think we should do. What does your intuition tell you about that? How do you feel about it?” Because it's important to me because they're in the game and I need to know what they think. And they'll come back to me and we'll do it again. They already know the playbook. And I think that's because it's easier to just have somebody who's a professional there to objectively tell you, “You're not asking for enough.” Or, “Did you think about asking for this instead?” Or, “Do you really care about that thing?” Stuff like that.Corey: There is so much value to that, just because it's a what's normal in this? Because I'm sure you've seen before where—I'm probably—I should put this in more of a question, but I already know the answer because I've seen it just from people randomly sending me things out on the internet—of their times for companies say or ask for things that are just absolute clown shoes. It's, I would barely consider it professional at that. It always feels like there's value in being able to talk to someone who sees this all the time who can say, “Hold on. That is absolutely not normal. That is not a reasonable question. That is not an expectation that any sensible person is going to have.” Because the failure mode otherwise is you think it's you.Josh: Yeah, part of my value prop is, you know, I know how to negotiate with companies. I'm not afraid of them. I've negotiated with Fortune 5 companies, come out way ahead—just as you do frequently—and I know the playbook that they're running. But part of it also is, you know, I have a compendium of recruiter responses. I know what they say, I know what their words mean, and so I can say things like, “Oh, here's what they actually mean when they ask you for that.”Or I can say, “That's weird.” Which, you know, if I've done 20 negotiations with this company and all of a sudden a recruiter says something that's weird, that makes my ears perk up and makes me wonder why. And so, I can dig in on my side and try and figure out what's going on, see if we tripped some wire that I didn't see or, you know, something like that. So, that's part of the value too, is just all the reps that I've had, even like you said, I'm sure that you would do a wonderful job negotiating; I've talked to you about negotiating online and off, and I know that you know the game, you know how to do it, for your day job but also for compensation. But I probably have more reps negotiating with those companies than you do and therefore my compendium is a little bit deeper, so there might be things that I could recognize that you would not recognize that I could see, right, in the similar way that in your negotiation world that there are things that I certainly would not recognize that you would catch on to.And I think that can be a very valuable thing. There could be something a recruiter says where I recognize, “Aha. That's a technical term or that's a key phrase that we can grab onto. And that is an opportunity to get more.”Corey: Or, “What are you making now?” It's like, yes, that's the industry accepted one free pass that's screwing the candidate. Yeah—Josh: Right.Corey: —let's not do that.Josh: Right. And we're—here's how to sidestep it and here's what happens when they ask for it for the fourth time, and here's what happens when they say the magic words and, you know, all that stuff. So yeah, a lot of it is just getting reps. It started with let me just run my playbook and then as I run the playbook, I get more data every time I do it, and I get to learn what the edge cases look like, and how to spot, you know, weird funky stuff coming from recruiters and that sort of thing.Corey: One aspect of this that has been, I guess, capturing my imagination since you first talked to me about it, and I am certain I'm going to butcher this into something that sounds insulting and demeaning, which sort of cuts against the entire point. Specifically, the idea of a positive language, or, the term you used was ‘Positively Persuasive.' What is that? Because it sounds like it's just someone who's setting me up, like, waving raw steak in front of a tiger, like, “Please maul me on this.” But there is more to it than that.Josh: [laugh]. Yeah, so this is something that, to be honest with you, I have done almost intuitively throughout my career, but certainly as a salary negotiation coach. And what it is, is a tendency to use positive, meaning, you know, not negative words. So like, essentially, if you're familiar at all with improv, which I would say probably half of the people listening probably have some idea what I'm talking about, you take improv classes, and they teach you an exercise called Yes, And. And the reason you do Yes, And is, you know, Corey says something wacky and I could shut it down.I could say, “That's not true.” You know, “My hair isn't red.” And then we're done improving. But if Corey says, “Josh your hair is red,” even if my hair is not red and I say, “Yes, and… it's on fire right now,” then we have something going, right? And so, using those positive words—yes, and is a positive way of responding to that—opens up a further dialog and also makes it easier for you to engage with me in that improvisation. In a way, a negotiation is an improvisation; they're all going to be different.A business conversation is going to be an improvisation. It's rare that you're going to have a conversation where you could write the script completely before the conversation starts. Often there will be an opportunity to improv, to do something different. And so, positively persuasive is essentially my way of thinking about how to use those positive words to accomplish an objective while building rapport with the person that you're talking to, and leaving the door open for that kind of positive collaboration and improvisation where you can work together with your co-party, with the person that you're talking to in the negotiation. And so, that's super abstract, and a concrete example of this would be for example, in a counteroffer email.Frequently people will, kind of unsolicited, just send me their counteroffer emails. “I'm writing up this email. What do you think?” Somebody on my newsletter or my email list or something. And sometimes they're okay, and sometimes it's like, they're giving an ultimatum and they're saying, “You promised this when we first talked on the phone and you're not giving me that. You offered me this and I want what you offered to start with.”And they're using all these negative words: “You promised this and didn't give it to me.” “That's not what I expected.” Whereas in the counteroffers that I'm writing, it says, “Hey, thanks for the offer.” Starts right away with something that looks like a throwaway line, a platitude, but really what it is is saying, “Hey, we're on the same team here. We're collaborating. Thanks for the offer. I appreciate it and I hope you're having a good week so far.”And then as it goes on, it says, “Here are the reasons that I'm super valuable to your team. I can't wait to join this team and, you know, express that value.” And then, “You offered $100,000. I would be more comfortable if we could settle on $115,000.” And so, that's a counteroffer. In some cases, the counter will be more than 15%. That's kind of a middle-of-the-road one, but the way I say it is, “I would be more comfortable if,” and so there's no sort of in-your-face, there's no ultimatum, there's no fist pounding on the desk—Corey: There's no, “No.” There's no, “This is not acceptable.” There's no, “I won't accept this.” It's a very soft approach that generally doesn't put people on edge.Josh: Puts it—it not only doesn't put them on edge, but you're sort of putting your arm around them saying, “Hey, you know, I'd be more comfortable if we could do this.” And they're like, “Okay, you know, let me see what I can do for you.” So, you're not making—you're not turning them into, you know, an enemy combatant; you're turning them into a collaborator. And now it's you and then working together to try to make you comfortable so that you can join their team. So, that's a subtle thing that happens in a counteroffer email and numerous other places.But that's the idea is that when you can, you're choosing positive language so that your requests will be received better, so you build rapport with the person that you're negotiating with, and so that they perceive you to be a collaborator and not an opponent.Corey: It sounds hokey, but I've also watched it work. It's weird in that we hear about things like this, we think, “Oh, that wouldn't work on me at all,” except it the evidence very clearly shows that it does. There's a reason that some people are considered charismatic and I think this is a large part of it. And I also wonder, I mean, you focus on salary negotiation for high earners, and that, historically at least, as included, you know, a fair few number of software developers and whatnot. And these days, let's be very clear that communicating what you want, clearly, concisely, and in an understandable way that something or someone can action is such a lost foreign skill for some of these people that they call the entire field ‘prompt engineering' because just communicate clearly is apparently a microaggression when you ask an engineer to do it without giving it a fancy name. Improved communication really feels like it has been part of a dawning awareness lately that, wait, this is actually important, not just one of those box-checking items that you say so that people don't spit in your food.Josh: I think you're a hundred percent right about that. I mean, it's interesting is you think about, you know, forms of communication that we have kind of experienced over the past, you know, however many years. But you know, at first, there was no writing, over, you know, thousands of years ago, or whatever, it was just all kind of oral tradition. And then we had writing and it was, like, long-form writing. And then, you know, fast forward to today and it's like you're sending a text with two letters and that means something right, or I'm about to head to my friend's house, and I text him three letters: OMW, right?It's like, extremely terse, direct, and to the point. And there is a place for that, I think. I think that efficiency probably has some benefits. I mean, there's not a lot of reason for me to spend six minutes, you know, writing a text to tell somebody that I'm heading to their house. But on the other hand, I think that sort of concision, that terse writing can also lose a lot in translation, and as we're using more media that look like Slack, or Discord, or these other chat-based ways of communicating—including email, by the way; I mean, email can be a place where you can be as terse, or I guess, as pleonastic as you'd like—and you get more and more words in there.And so, I think it's important to be intentional with those words in contexts where tone and meaning and intent can matter. And a lot of that is in interpersonal communication. And again, it's about how messages are received and what you're conveying. I use a lot of—this is [laugh] not directly related—I use a lot of emoji and emoticons and stuff like that and I do that because I'm trying to convey tone in a medium that doesn't really facilitate it, right?If I'm talking to you, you and I can see each other's faces right now, so you know if I'm being sarcastic, or telling a joke, or being very serious. And so, in emails, I'll put a smiley face. And that's me saying, “Hey, I'm not laying this on real thick. I'm just letting you know.” Right? So anyway, there are so many media that are available to us now that make it hard to convey tone that I think a lot of it is you've got to be intentional with your tone.Corey: I have worked with more people over the course of my career that have what I've taken the call being the asshole-in-email problem, where I have—I think these people are just these absolute jerks. They are completely onerous to deal with and I despise dealing with these people, but then I'll sit down with them and they are the nicest people and they are incredibly competent and effective. They just have a challenge where whatever they write an email, it sounds like there's an implicit, “Listen up here dickhead…” that they're starting the email with.Josh: [laugh]. Yeah.Corey: And, “You know what your problem is…” may as well be how they open these things. And it feels like effectively communicating and tone is becoming something of a lost art. I've talked to multiple people now who will wind up using Chat-Gippity to construct the bones of a work email and then they'll just change a sentence or two in the center that actually is the substantive thing that they want to send so it winds up handling all the window-dressing there. Now, I'm wondering what the other side is going to look like when you have someone using Chat-Gippity to paste a work email into it. It's like, “Okay, strip out the flattery. What are they actually asking from me here?” So, you effectively have, like, an API layer of padding provided by computers, where you could just like, say, the direct thing, but it comes with all the flowerly accouterments that has become expected in business correspondence.Josh: Yeah. I mean, I love everything that you said there. It's true. I mean, I've worked with people in the past where they would send me an email, or I would email with them frequently and then we were talking in person, I realized that oh, I totally misread what they were saying. Like, I misread what they meant to say, I misread what their outcome, their preferred outcome was, and it's because the tone is just lost in email.And I don't think it was necessarily due to any sort of deficiency on their side. It was on—they have a way of communicating, I have a way of perceiving communications, and they were different, and so the message that I got was different. So, I think a lot of what I'm talking about with positively persuasive is how do I communicate in a way where it is not ambiguous, where it is very clear what I'm saying, what my intent is, what my tone is. And sometimes, like you said, [laugh] use ChatGPT to, like, strip out the flattery. I put the flattery in because I want them to know, like, “Look, I know that you're a person. You and I are on the same team here. We're working together.”So, a lot of my emails will open with, “Hey, hope you're having a good day.” And it's like, do I care if they're having a good day? Yeah, but I don't need to say that out loud. The reason I'm saying it out loud is I want them—the opposite of everything you just described where I want them to read that email and think, “Okay, Josh isn't coming at me. Even if he does have critiques of something that I'm doing, or he has a suggestion to improve something, he's coming at it from the place of, ‘Hey, I hope you're having a good day so far.'” Whatever I say at the beginning of the email.And so, that's filler, a hundred percent, but it's filler with a purpose that is meant to convey the tone of the email, that is, I'm not coming down on you too hard. I'm trying to convey a message or ask a question and sincerely curious, and can we come together on this to figure out what the solution is or to move forward or to find the next steps or whatever the thing is that we're trying to do?Corey: It feels like this is an area that has massive application beyond the obvious negotiation piece of it, which is fundamentally where we sit down and try and convince people to do a thing that we want them to do that is in our interest. But it's like, okay, well, that's not just negotiation. That is, on some level, a disturbing number of human interactions that we tend to have. Where do you see this being applied? Is it something that just—that you're looking at just through a lens of communicating effectively in a salary negotiation, or does it extend beyond that to your worldview?Josh: I think it can get pretty broad. I mean, as you were describing, I was thinking kind of, as you were talking, like, when else do I use this? And the answer is a lot. But one place that I use this kind of thing a lot is when I'm emailing people who I don't know, and trying to get them to either just give me something or to allow me more leeway than they otherwise necessarily have to allow. And so for—here, I'll give you an example, which is, I recently switched homeowners insurance providers because I live in Florida and homeowner's insurance in Florida is a nightmare.And so, I changed providers. I thought I had crossed all my t's and dotted all my I's, but there was something that fell between the cracks, and that is that the mortgage holder—the bank that holds my mortgage—hadn't sent the premium check to my new insurance provider. They didn't get that memo. And it was essentially my responsibility, but I kind of goofed. So, the bank writes me an email and they say, “Hey, we see you changed providers but we don't have an address for them. We can't send them a check. Can you give it to me?”And so, now I'm—there are two parties that I have to kind of keep on my side. One of them is obviously the bank, but also the insurance provider, who might be mad at me because I'm ten days late on this premium or whatever. So, my emails to them are places where I use this where it's like, I'm basically going to make it so that the person who could get mad at me and cause me some kind of detriment is going to have to do it through a really thick cloud of, “Josh is a nice guy who isn't trying to be a jerk to anybody here. He's not trying to pull one over on anybody. There was an honest mistake that was made, he's just trying to make everything right, and he's hoping that I can help them.”And they're going to have to look at the way that I communicate with them and they're going to have to push through it and say, “Nope. I'm going to be a jerk. I'm going to follow the letter of the law or I'm going to be as punitive as I can be.” That's really hard to do when somebody like me is emailing, say, “Hey, listen, I know that we were supposed to get a check out to you last week. I'm working on it right now. I've already got everything to the bank. It's going to be overnighted to you tonight. Is there anything else I could do to make this easy for you on your side?”And then they're going to be like, “No, just, you know, as soon as we get it, we'll let you know.” Whereas if I'm, like, you know, mad at them or I'm mad at somebody or I'm being a jerk in email, then they don't really have any reason to not be as punitive as they can be to me. And so, that's just—it's a little manipulative, I guess, but it's also the way that I see life, right? Like, I'm like that with everyone, including people who are on the other side of that equation. I'm going to give them grace when I can.And so, it's a way of me saying, “Hey, can you extend some grace to me? I think you're a human being who's on the other side of this and you have a job to do and I understand that, and if you could be a little bit kind to me, that would be great.” And it works almost every time.Corey: This episode is sponsored in part by Panoptica.  Panoptica simplifies container deployment, monitoring, and security, protecting the entire application stack from build to runtime. Scalable across clusters and multi-cloud environments, Panoptica secures containers, serverless APIs, and Kubernetes with a unified view, reducing operational complexity and promoting collaboration by integrating with commonly used developer, SRE, and SecOps tools. Panoptica ensures compliance with regulatory mandates and CIS benchmarks for best practice conformity. Privacy teams can monitor API traffic and identify sensitive data, while identifying open-source components vulnerable to attacks that require patching. Proactively addressing security issues with Panoptica allows businesses to focus on mitigating critical risks and protecting their interests. Learn more about Panoptica today at panoptica.app.Corey: There's value as well, even everyday customer service interactions, if I have a bad customer experience buying something off of Amazon—I know, imagine that.j could that ever happen? Of course not. But in a magical world in which in hypothetically did, I can call up and they answer the phone, I'm probably going to be pretty steamed going into that conversation because this is effort I didn't want to have to deal with. But stop and think about it for a second. Usually, when I call Amazon for a variety of things, it's not Andy Jassy who's answering the phone. Those are atypical moments for me.Instead, it is generally some poor customer service schmo, who is basically given zero amount of autonomy to speak of in the course of their job, and surprisingly, does not set Amazon's strategic priorities for them. And if I unload on this person, maybe I make myself feel better, I've made someone else's day actively worse, but even if you want to set aside the story of being a good person—which I don't suggest people do—but view it in a purely Machiavellian self-serving way, you're still going to have a better outcome if you inspire people to like you by making yourself likable. Because when you're a jerk—and I used to work helpdesk; I remember how this works—Josh: Me, too.Corey: Suddenly, I will fall back on every policy that I can have, “Oh, we're not allowed to sit through a reboot. Bye.” As opposed to, “Eh, [unintelligible 00:22:31] say ever not to, but I'm enjoying this and I want to help you out and make sure you get there, so hang out. Why not?” There are ways people can bend the rules in your favor, but if you give them an excuse to fall back on that, they're not going to go out of their way to help you at all. They're going to make you go through every bit of procedural red tape they can possibly come up with. And again, you've made their day worse and that should not be lost on you. The outcomes are better for everyone when you're a nice person.Josh: As you were talking, it's funny because I remembered, maybe the most frustrated I've ever been talking to customer service. This is several years—many years ago, but I had some student loan stuff going on. I don't even remember specifically what it was, but it had to do with, you know, who was servicing the loan and I'm trying to pay off a loan and I can't get the right person on the phone and they say, you know, “It's this other place that owns that holds the loan.” Or, “You need to call this person,” and I'm getting the runaround and I'm not able to do the thing I want to do.And after I think I've been hung up on, like, three times, and I was really steamed. Like you said, I'm legitimately, like, very frustrated. My voice had been cracking a little bit, which is how I know I'm, like, really getting heated is my [laugh] voice will start to crack a little bit. But I said to the person—and I became conscious in that moment of like, okay, I'm very frustrated. I could say something I regret I could really, like, hurt this person that I'm talking to.As you said, they're just somebody who's a customer service representative for this bank or loan servicer, whoever they were. So, I said something like, “Listen, you can't hear it in the tone of my voice right now, but I need you to know that I'm extremely frustrated and I'm going to [laugh] I'm going to get really upset, and so I'm asking you to help me before I do that before I escalate. I don't want to talk to your manager, but I'm going to ask you to do that if you don't help me right now. And you should know that I'm super frustrated. My voice is not betraying that right now, but understand that I am.”And they snapped in and they were like, “Okay, I get it, I get it,” you know? And right there even as a place where I could have just started shouting at them or whatever it takes, you know, “I want to talk to your manager,” and, “I'm going to escalate,” and all this stuff. And instead, I was like, well, I'm going to give them one last chance, which is, let me just tell them how frustrated I am without using colorful language or mean words. And it worked. It was a subtle thing that actually, I think it got their attention more than anything else. They said, “Oh, this person is really angry. I should actually listen to them.”Corey: Now, there is a dark side to this as well and that is human nature. I have done experiments on this over the years, most notably on Twitter, back when that was the central place people went to, and when I would say something nice about an AWS service, it got in most cases two likes and maybe a bot would retweet it. Whereas if I say, “This AWS service is a piece of garbage,” and I come up with some reason for it, it went around the internet three times and it was misconstrued, with me saying, “The entirety of AWS is terrible.” Not usually, no. There are some frustrating elements, but yeah, there's context. It doesn't fit into a single tweet.The snarky negativity blows up and responds to—and resonates with something in human nature that the people love spreading that around and engaging with it, whereas the happy positivity does not work that way. On Twitter. I've noticed what seems to be the opposite effect on LinkedIn. Snark doesn't do well over there, but almost saccharine-sweet sincerity does. And I don't know what this says about various social media channels or human nature or what. All I know is that I'm confused.Josh: I think you're right. You know, I mean, as you were talking, I was thinking about clickbait, right? Like, there's a reason that clickbait is called what it is, and it's because you read it and you get annoyed or frustrated or angry, and I'm going to hate-read this article right now and I'm going to send it to six friends. There is something in human nature. I mean, you know, we talked—for decades, I've heard about how the local news is our news, “If it bleeds, it leads,” in news, right?We're not talking about how great the planet is or how things—like, this bad thing happened in New Orleans yesterday and you should be really upset about it, or wherever that place happens to be on that particular day. I do think there is something innate in us that allows us to gravitate towards those kinds of things and I have no idea what it is. But it is interesting, as you said, that there are places where either that's frowned upon or there's just a different mode of communication, which tells me that there's something sort of in the cultural water there that causes people to perceive stuff differently in different kinds of social media environments, right? Twitter definitely is a place where things can go pretty negative. And there are other places that are significantly more negative, right, on the internet, if you want to go, they get really bad, and then there's places that are really positive.And it's interesting how it's like a maybe people self-select into those places, but also, I think, you know, I think there's a big difference if you think about, like, who's using Twitter and why and who's using LinkedIn and why. I think that people correctly perceive on LinkedIn that for the most part, you're probably not going to be somebody that's at the top of a bunch of lists to be hired if your whole thing on LinkedIn is just being negative all the time and doom and gloom and snark and that kind of thing. It'll be entertaining to some people, but you're probably not going to get many job offers based on that because people are going to ask, “Do I want to work with this person 24 hours a day?” And they'll read your posts and say, “No,” whereas at least a saccharine sweet person, everybody knows those people who are like that in real life, and they can be I don't know, a little bit much, but also can generally be very good people to work with and it's not difficult to sort of like manage that.Corey: There's a lot that can be done just by having people want to help you. It's weird. Like, I take a look at some of the people that I identify publicly as the nicest in tech—Mark [unintelligible 00:27:48] is a good example. Kelsey Hightower is sort of the canonical example of all of this. These are just genuinely nice people. Ashley Willis, another good example.There are so many different folks out there who are just beacons of positivity. And I look at that, and it's like, first, that is admirable. Second, holy hell that is absolutely not me. No one is ever going to say, “That's what I love about Corey. He's so uplifting and positive all the time.” You know, I do strive to be a better person and inspire others to be better people, but I'm also willing to spare no quarter for corporate tomfoolery either. Which apparently means a lot of people think you're a jerk as a result. I'll take it.Josh: Yeah, I think it's, you know, everybody—that's the nice thing about humans, right, is we're all different. And there are lots of different types of person—if everybody had the same personality, what a boring place that we would live. And that's true for, more or less, any human characteristic. If we were all the same and vanilla, I think it would be pretty boring. So, I think that having really positive people out there is great, and having some people who are snarky is great, and having people who have, you know, an ability to just point out absurdity is great. If everyone is pointing out absurdity all the time, then we're not left with too much.So, I do think it's good that those people are out there and they're very positive. And I think that, you know, even for myself, like, I try to be positive and helpful. Like, we were talking about customer service. I'm like, overly nice to customer service people. I tip more than I should most of the time. And a lot of that is just, you know, that's a human; they have needs and feelings and this is a way for me to be kind to them.And I know most people don't think that way that I do. And I like that. And I think that some people don't think that way and I think that's totally fine, too. I think the variety is the spice of life and I think that makes it interesting and useful. I also think that being intentional with those different modes, having them all available to you, and exercising them in different environments can be, like, a level-up, right? It can be a superpower.You can either be a person with a personality who exercises that same personality all the time, or you can choose to exercise, sort of, different personalities or different ways of communicating or different levels of positivity or negativity in different environments. And I think that makes it even more interesting where you're able to essentially be a chameleon and find the right mode of communication for the environment or the situation that you're in, which can enhance that situation for you or for other people that are around you.Corey: I have to ask, do you find that this is something you do all the time or do you put on your negotiating phrasing the same way that I do when my children accuse me of putting on ‘podcast voice.'Josh: All the time, definitely not. I am aware of it as a way of communicating that's available to me and I do consciously use it a lot of the time. But you know, if I'm just sitting around with my buddies on, you know, Wednesday night watching the game, probably not. And a lot of that is because, you know, part of this is, it's a default to positive because you don't know sort of who's on the other end of the line, whereas if you're communicating with somebody that you've communicated with for hundreds of hours, you don't need all that stuff, you don't need all the tonal indicators and the padding and all that stuff because you know that person. So, a lot of what I'm describing, even like in a salary negotiation, I'm basically working from the default of I don't know the counterparty, I don't know the recruiter, and therefore we're going to default to positive, and that's going to essentially, you know, make things smoother.It's going to remove friction because there are things that I don't know, whereas, you know, if I'm communicating with somebody I know really well for 20 years, we don't need all that stuff. We can—that's where the shorthand can come in handy. It can be really useful because we already know all of the background there. One place that I'm very conscious of this is, you know, every now and then somebody, with a personal friend or somebody that I know, well, I'll have, like, a difficult conversation where they'll say, “Hey, you know, this is something that happened to me recently. Can you help me out?” Or, “This is a difficult thing that I'm going through.”And that's a place where I am very conscious of this and it comes in different ways. One of them is using positive words, but one of them is also just, like, exercising extreme sympathy or empathy if it's appropriate. Which is, again, it's a conscious decision to say, this isn't a time to point out, you know, for example, errors, or like, this person just needs someone that they want to talk to and I'm going to listen to them carefully, I'm going to try to give them reassurance that the situation will be resolved eventually, and that kind of thing, but it's not a time for you know, critique or, you know, negative words or pointing out flaws and that kind of thing. And so, I think that's also kind of a conscious place that I will exercise it. But to answer your question, no, I don't do this all the time.I would say without having ever thought about this before, the less familiar I am with the person or the situation, the more I will default to this, and the more familiar I am with the person or the situation, the less I will default to it. And I will just use more plain, kind of, direct language because that familiarity is there, and it assumes a lot that isn't there when I don't know the person well.Corey: I really want to thank you for taking the time to speak with me about this. Where can people go to learn more?Josh: Maybe follow me on Twitter [laugh], @joshdoody on Twitter.Corey: It's a harder problem these days than it once was.Josh: Yeah. I really paused there. I am pretty active on LinkedIn these days. And fearlesssalarynegotiation.com isn't explicitly about positive language or being positively persuasive, but you'll see even just reading the articles that I write there that underlying most of what I write is this sort of implicit understanding that positivity is the way to make progress and to get closer to what your goals are. So, @joshdoody on Twitter; joshdoody on LinkedIn, of course, and then fearlesssalarynegotiation.com.Corey: And we will, of course, put links to all of this in the show notes. Thank you so much for taking the time to speak with me. I appreciate it.Josh: Thanks for having me on, Corey. This was a lot of fun. I always like talking to you.Corey: I do, too. Josh [laugh] Doody, owner of Fearless Salary Negotiation. I'm Cloud Economist Corey Quinn and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice along with an angry comment that rants itself sick, but also only uses positive language.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.

Josh Doody, Owner of Fearless Salary Negotiation, joins Corey on Screaming in the Cloud to discuss how to successfully negotiate your salary, and why it's important to do so even in times of economic uncertainty. Corey and Josh chat about some of the hidden reasons why salary negotiation is critical to job seekers, and what goes into determining salary bands behind the scenes. Josh also reveals why he feels there's some stagnancy in the big tech job market, and why it's critical for job seekers to have a balanced view of the value that they provide to employers when negotiating salary. Josh also describes some of the unexpected ways salary negotiations can come up throughout the interview process, and how to best handle the discomfort of negotiation. About JoshJosh is a salary negotiation coach who works with senior software engineers and engineering managers to negotiate job offers with big tech companies. He also wrote Fearless Salary Negotiation: A Step-by-Step Guide to Getting Paid What You're Worth, and recently launched Salary Negotiation Mastery to help folks who aren't able to work with him 1-on-1.Links Referenced: Company website: https://fearlesssalarynegotiation.com Twitter: https://twitter.com/joshdoody LinkedIn: https://www.linkedin.com/in/joshdoody/ TranscriptAnnouncer: Hello, and welcome to Screaming in the Cloud with your host, Chief Cloud Economist at The Duckbill Group, Corey Quinn. This weekly show features conversations with people doing interesting work in the world of cloud, thoughtful commentary on the state of the technical world, and ridiculous titles for which Corey refuses to apologize. This is Screaming in the Cloud.Corey: Developers are responsible for more than ever these days. Not just the code they write, but also the containers and cloud infrastructure their apps run on. And probably the billing on top of that - which is neither here nor there. And a big part of that responsibility is app security — from code to cloud.That's where Snyk comes in. Snyk is a frictionless security platform that meets teams where they are, automating application security controls across their existing tools, workflows, and the AWS application stack — including seamless integrations with AWS CodePipeline, Amazon EKS, Amazon Inspector and several others.Deploy on AWS. Secure with Snyk. Learn more at snyk.co/scream. That's S-N-Y-K-dot-C-O/scream. And my thanks to them for sponsoring this ridiculous nonsense!Corey: Welcome to Screaming in the Cloud. I'm Corey Quinn. I have a returning guest today who hasn't been on for a couple of years, at least. Josh Doody is the owner of fearlesssalarynegotiation.com and focuses on a problem that's near and dear to my heart from my previous life as an employee, salary negotiation, specifically emphasizing software engineers, if I have that right. Josh, thanks for joining me.Josh: Yeah. You have it exactly right. It's great to be here, and good to talk to you again, Corey.Corey: I used to be practiced at doing salary negotiations, which is a very roundabout way of saying I got fired a lot, so I got lots of practice at doing it. And I found that it was a very strange experience that was completely orthogonal to anything else that I did in the course of my day-to-day. Now, of course, I you know, negotiate AWS bills for a living among many other things, and do a lot of sales work, and yeah okay, now it's a lot more germane. But back in my engineering life, it was the one time I got to really negotiate that wasn't, you know, haggling with some vendor somewhere when I'm trying to buy a burrito, was salary negotiation, and I felt utterly unprepared for it.Josh: Yeah, I think most people feel that way and you summarized pretty well why that is. And that's, you know, let's say you have a really robust career, you're around for decades, you know, you're working in lots of companies, you might have, I don't know, let's say ten, a dozen job offers that you negotiate, you know, give or take. And that's not very many reps for doing something that's as consequential as, you know, negotiating your actual pay. Which, depending on how senior you are, could be literally negotiating, like, you know, multiple cars' worth of value per year that you're going to [laugh] that you're going to earn. But you don't get the reps, so most people just kind of—I think they kind of don't even think about it until they have to think about it until it's directly in front of them. And then they just kind of power through it, get it over with or even totally ignore it and just get back to the thing that they're doing in their career, which is why you show up to work.Corey: It feels, on some level, like it's one of those areas where people wind up thinking about it long after they really should have. These days, it feels like salary negotiation process, more or less should start when you start debating, huh, maybe I'll change jobs. Like, it feels like it's really that early, not when you have an offer sitting in your inbox that needs a response by the end of the week. Right, wrong, or am I just thinking about this in ridiculous ways?Josh: No, I think you're right. So, you can start thinking about it, you know, you get a job offer in your inbox and you can start thinking how do I negotiate this now, but you know, you're going to be in a less secure position to do a strong negotiation at that moment than you would have had you begun thinking about it when you mentioned, which is, like, you're actually thinking about changing jobs, or, you know, maybe you just got a cold call from a recruiter and they're at a company that you're kind of interested in working with. So, maybe I will talk to this recruiter instead of just blocking them or whatever. And so, the whole process can begin at that moment when they say, “Hey, you know, we have this opportunity that we think you might be interested in. What do you think?”And then, you know, early on, they'll even kind of officially start the negotiation, at least in my mind, where they'll say, “But before we really go too far on this, like, what are you hoping to make here? You know, what are your salary expectations if you come work here?” And you're kind of off to the races at that moment. But even if they don't say that out loud, that's something that you should be thinking about from the beginning, which is, you know, maybe most broadly, how do I position myself to get the best possible version of the job offer that they're willing to give and to leave myself the most latitude to improve that job offer to be the maximum that they can afford to pay me or the maximum that their budget allows or however you want to frame that. So, short answer, yeah, I think you're right that most people think about it as sort of an afterthought, either after they've already started a job and they go, “Huh, I wonder if that guy over there is making more than I am?” Or, you know, “Shoot. I think I moved too fast there. Maybe I should have done something a little bit better.” When they could think about it way earlier in the process than that.Corey: Since I was last on the job market, there have been some changes, at least here in California, that have had a somewhat significant impact, to my understanding. First, job salary changes need to be posted in job ads, which I think is great—and that's occurring in a number of different states—and also it is now against the law, in California—or at least against public policy—to ask what someone's current compensation is and your salary history and dive into that. Now, that's all well and good, but I also have been asked a number of questions that are not exactly… green, when it comes to being in the middle of an interview. And, “You're not legally allowed to ask me that question,” is that a heck of a pushback.Josh: Yeah, I think that I've had a couple conversations about this recently, but also over the past few years, especially on the—you know, you mentioned the two prongs of that idea: what's your current salary, what are you making now? And, you know, what is the salary that you expect to make? And so, kind of one by one, states are outlawing potential employers' ability to ask about what you're currently making. And then I've also heard some agitation lately that there might be some federal legislation that's coming down that might just kind of take that off the table. As you mentioned, recruiters, companies, organizations, however you want to model them are very clever, and so there are always ways, you know, even if they're indirect questions, you know, you don't ask them what they're currently making, but you ask them something that gives you some insight into what they currently might be thinking.Also, if you're in the big tech world—which you mentioned you negotiate AWS contracts—in the big tech world, they don't necessarily have to ask you what you're currently making if they know that you're an L4 software engineer at Google. They can probably approximate it pretty well. And of course, they know that because you're going to have to tell them, you know, with a resume or when you're interviewing, that's kind of how you get in the door. So, that's an interesting thing. But I still say, avoid that. Try to avoid giving him as much information as possible.And I think the most important thing with the current salary idea is, you just don't want to say it out loud. You want to make sure that they can't quite grab onto that because you make it too easy for them when they know what your current salary is to just do sort of a cost-plus version of offering you a job, which is, “Well, you're making this much now. We'll just add 10% to that,” and that's your new job offer, when you know, that's not how you level up quickly and in big ways.And then you mentioned the salary expectations. I do think it's great that a lot of job offers now will have a salary range in them. That's a question that I see a lot is, like, how do I know that I'm not going to waste 25 hours of my personal time and maybe a trip across the country for a job, where when they finally make the offer, it's just laughably low? And the answer is, you know, hopefully, they have something that you can grab onto in the actual job description that says, here's what the range looks like. But even then, you'll notice if you look carefully—I saw one yesterday, and I don't remember where I saw it, but it was like, “Yeah, our range of salary is, you know, 120k up to 290k, depending on geographic region.”And it's like… I mean, technically, that's a salary range, but they don't tell you what the regions are, how they map, and all that stuff. So, you're not getting a lot of information there; you're just getting sort of an approximate number. But it's still helpful to know that information. And it's also helpful to not disclose that information. If you have a number in mind that you're hoping for, it's not in your best interest to share that with the company.So, I think at least what you can do is look at the job description. If they have some kind of a range, take a look at it, see if it feels like, okay, this is something I can work with or if it's just, you know, there's no way that that would ever work for me and you can just pass on it and save yourself some time.Corey: For me, one of the things that always frustrated me was that at the start of looking into a job, there's always the big question that they ask that has been the socially acceptable paths at screwing you over, and the knowing how to answer that is important. But I still bungled it a number of times whenever I was out of practice, which is quite simply, “Okay, what is it that you expect to make in your next role? What are your compensation requirements?” And it feels like answering that at the beginning of the process just completely sets your course for how the rest of that process is going to go.Josh: It does and it's something that's very subtle and clever because most people will not perceive that to be a negotiation tactic when it is. And also you mentioned earlier in the context of, like, asking you what your current salary is that it can be perceived as sort of a gatekeeping question. Like you mentioned, you know, you're in the middle of an interview and somebody pops a question at you like, “What is your [laugh] what's your current salary?” And you're looking at an interviewer and you're thinking, “If I don't give him this information, then I'm saying no to an interviewer, and how's that going to go over?”This is the same kind of thing. When, you know, at any point in the process, they might ask you what your salary expectations are, it could be on the first screening call, it could be right before, they like to hold this till right before they make an offer where you go through the whole interview process and then right before they're going to extend an offer, they say, “Hey, you know, I'm going to go to the hiring committee and make a recommendation that we hire. But before I do that, you know, what are you hoping to make if we actually do extend an offer and I go talk to the comp team?” And it can feel like, well, gosh, I better tell them the answer to that question because they literally just said, basically, like, “I have an offer for you, but first, I need this information from you.” And it can feel really kind of daunting to say, “No, I'm not going to give you that.”So, the question is, you know, should you give them that and how? You shouldn't, as I mentioned earlier. Giving them salary expectations, I'll give kind of a brief summary of why it's not a good idea. I think a good way to reframe that question, you know, what are you what are you hoping to make if you join our team, is, you know, “Hey, you know, we have a giant company here. We've got tens of thousands of employees. We've got thousands of engineers that are at your level and doing your kind of work. We have salary surveys that we run once a quarter, or once a month, that are super expensive. We know what everybody else in the industry is doing. We know what the value of this role is to our company. We know how many other people are applying for this job. We know how many open seats we have. You don't know any of that stuff, but even though you don't know any of that stuff, why don't you take a wild guess what we would pay you to do this job at this company at this moment?”Corey: And then of course, we're going to use it against you later, when you wind up having what you view as a negotiation, like, “Ah, but you said at the beginning of the process that this would be sufficient.”Josh: Yeah. So, that's the problem, right? As you take that wild guess and you're going to do one of two things. It's basically 0% that you're going to hit the nail on the head in terms of you guessed the actual maximum compensation that they would pay you to do the job, it's very unlikely.Corey: You're either going to guess too high and then basically get yourself disqualified—Josh: Yeah.Corey: —you're going to get too low and leave money on the table, or you're going to get it exactly right, but you'll never know whether you got it exactly right or whether you guessed low.Josh: Right. Even if you do guess exactly right, you won't know that you did. And so, of course, if you guess low, like you said, you leave money on the table. And the really pernicious thing is, you could guess low and still feel great about the result and never know it or not find out until the next time you get a job, which is to say, you know, you say a number that's well below the bottom of the minimum that they could pay you and so you say, I don't know, to use round numbers, you say $100,000. And they go, “Great, how about 120?”And you say, “Wow, they must really like me. They're going to pay, I just said 100 and they said 120. That's amazing.” And really what's going on is they're looking at, you know, their internal pay structure and they're like, we can't pay less than 120, like, the pay structure starts at 120. So, we'll pay 120, which is the literal bottom that you could make.You feel like you got a huge win of a 20% bump, but the reality is, you're probably not anywhere near the middle of that pay range and you're way behind the eight ball already. And of course, you could overshoot. And the worst-case scenario is you overshoot so far that you basically disqualify yourself from the process early. So, it's like, if it's on that first screening call, and you say—Corey: And they view you as being fundamentally unserious, where it's a, okay, the compensation for this role is 100 to 130, for example—to use made-up numbers—and you come in asking for 340. It's… okay like, there's no point in even doing a counter and having a negotiation at this point. We are so far apart, that it doesn't work out that way.Josh: Right, which on the surface, seems like oh, well, I just saved a bunch of time. But in reality, what you may have done is sort of like knocked yourself out of the entire hiring funnel for them, when what could have happened is perhaps you could have as you interviewed, you could have aligned better with a more senior role that would have had a higher pay range that you would have been a better fit for, you could have changed their budget based on the way that you present in your interviews and what they perceive from you. And who knows, maybe you actually do get an offer that looks like 340 because they say, “Oh, wow, we had you leveled as a, you know, an L6 and really should be, like, at an L7. So, how about this, you know, this senior or principal or lead role over here that we've been trying to fill for six months, we now realize you might be a good fit for that role. Why don't you go talk to that hiring manager, and if we have to, we'll just put you into that hiring stream?” Instead of, you set a giant number and we got to kick you out because there's no room for you here.Corey: This is all well and good and we're talking about effectively cash comp and salaries, but so many companies these days seem to tie a fair part of their compensation to the equity portion of it. And because remember, everything's up and to the right. Always. The end. Until one day, it's very much not.And now we're taking a look and seeing that, for example, Amazon stock has largely been in the toilet for a couple of years. It's what, 50% off of what it was at the peak.Josh: Yeah.Corey: So it's, on some level, when you're negotiating comp, it feels like you're being asked to predict the future of how well the company does. And at these multibillion-dollar company scales, are you really going to be in a position personally to meaningfully impact the stock price? Like, well, not positively anyway. And it just feels like it's a bit of a shell game where if you can't spot the sucker, it's probably you. Because I wanted to be an engineer, not a stockbroker.Josh: Yeah, I mean, first of all, you're right, that no individual engineer is really going to be impacting the bottom line of Google.Corey: Unless I take the site down.Josh: Right. Well, I was just [laugh]—man, you beat me to the punch on that one. Yeah. So, there is a possibility that one engineer could have a dramatic impact, but not the kind that you would hope if [laugh] you're also tied to their stock price, right? So, there's a couple of ways that I think about this.One of them, you mentioned the Amazon stock going down. So, one thing that's really interesting about that is really what Amazon is doing is they're targeting a total annual compensation number with their stock. And so, they start with their current known stock value—I don't know if they're doing this now, but for many years, they were just kind of building in a year-over-year growth number of 10 to 15%. So, we're going to give you this much total comp and we're targeting 300k total comp per year. And if you kind of map it out based on the base salary and the equity that vests and the signup bonuses they give you in years one and two, then it looks like a pretty flat, like, 300k a year when you build in that stock growth.So, the magic question that I started talking to—and had a couple of internal recruiter friends, like, last year, mid-year last year when things were looking pretty bad, and the question that I don't think that they had an answer to at the time and now they have answered is, well, what do we do when the stock doesn't grow 10 to 15% and actually kind of collapses, like, takes a huge nosedive? And the answer is that Amazon is still targeting a total comp of 300k a year. And they go back and they say, “Well, here's some more RSUs at the current value to kind of makeup for that. Here's your new vesting schedule on these.” They essentially are giving refreshers, and here's the new vesting schedule.And so, at least in Amazon's case, they did kind of try to right the ship. But the reason is that something you alluded to, you're not really getting equity in the company because you impact the company; you're getting equity in the company because it's another way for them to kind of generate, quote-unquote, “Cash flow” of some kind or comp, that isn't, you know, dollars coming off the books. So, this is something I think that's kind of a TBD is, Amazon has now answered this, which is we're going to give him—because otherwise, they're going to have a mass exodus, right, like, if you thought you're going to make 300k a year and you're actually going to make 180k a year, that's a huge dropoff, and you're probably going to be looking elsewhere. So, they say, “Well, here's some more RSUs.”The question is, you know, what will other companies do? All of this is, you know, we're talking about public companies here. So, there's a big difference between, like, Amazon stock, Google stock, whatever—or GSUs, whatever you want to call them—and then private, pre-IPO equity, and all these different things. I see those as much more in the category of what you described, which is, you know, if you're getting stock options on, like, an early stage, you know, like, an early stage startup, right, they're raising, like, their first or second or third round, you are going to have maybe kind of a large impact on the trajectory of the company, but on the price of that you have almost no agency whatsoever because of all the options that they have for dilution and all that other stuff that can go on and whether you even have shares that are going to be liquid at some point and all that stuff. So, I see that as much more like, you've just got to look at the company, the cash that they're paying you, how you feel about that, how you feel about the mission of the company, and understand that you've got, you know, you've got some lotto tickets in that company and who knows, maybe it goes to the moon and you get to go along for the ride, but much less certain than, you know, like I said, like, an Amazon-type situation where they actually will give you even more RSUs if the stock tanks over the course of the year.Corey: What are you seeing these days in terms of the macroeconomic conditions as a result? Like, some wit on Twitter said that the correction in the market has identified the grim reality that there are more engineers making $600,000 a year than there are engineering problems that need $600,000 engineers to fix them. So, there's a certain, are people being overcompensated? Is there a correction in the market? Is that changing the world of salary negotiation and peoples' job mobility?Josh: I think—working backwards—yes, job mobility is affected right now. I mean, I've seen you know, even in my own business, there are just fewer people reaching out and saying, “Hey, I have an offer at a big tech company.” Which is, you know, all over the news, layoffs. First, it was hiring freezes, right? This is late last year, October last year-ish, Q3, Q4, last year. They kind of said, “Oh, we're going to hire—we're going to slow down for a little bit on this hiring.”And then it was layoffs. And so, the last several months have been layoff after a layoff, you know, 5% here, 10% there at lots of different companies. Paradoxically, a lot of those companies are still up into the right, if you're looking at their stock price, lately. And I think a lot of that is back to the first thing that you said, which is, you know, do we have more engineers that are kind of sitting around looking for problems to solve than there are problems to solve? And I think the answer was probably, yes.Certainly, the pandemic, interest rates where they were, and all these other kind of macro-economic things, which I won't opine on too much because I'm not super-educated on them, but I understand them well enough to understand that basically, it was a better investment for a big company to hire an engineer, than necessarily to try to find somewhere to invest that money because interest rates were so low, so it's hard to find a nice quote-unquote, “Risk-free” return on the investment, so they said, “Why not? We'll just hire some engineers and maybe we'll get a bigger ROI there. We'll try a bunch of different projects, we'll put a bunch of people and maybe we'll go to the moon.”Corey: A lot of speculative or strategic hiring—Josh: Yeah.Corey: —and then okay, then you have—something that companies do when they have extra money is they greenlit additional projects. And when things get tight, they wind up effectively removing some of those projects from the table. And what I think people misunderstand in many cases is that compensation of employees is always more expensive than the infrastructure they work on, with very rare exceptions. So, the AWS bill is always secondary to payroll expenses, and fixing AWS cost takes time, effort, and engineering work, whereas laying people off requires a couple of difficult conversations—that companies increasingly seem to be bungling—and that's the end.Josh: Yeah. I think you're right about that. I mean, payroll, it's an old saw in businesses is that payroll is the biggest expense, right? Like, it's very expensive to hire people. But it could be the kind of thing, like you said, “We'll just fire up a bunch of these projects. We've been thinking about them anyway. We can't really invest this money anywhere else for a good return, so we'll take some shots here.” Right?But then interest rates go up and oh, there are places that I can get a nice return on this investment of cash, so maybe, you know, some of these projects that aren't going so well, we're going to shut them down. We're going to lean up a little bit. We're going to increase our margins, reduce our payroll costs, and just kind of ride this economic turmoil out and see how it goes. And who knows, maybe they'll fire some of those projects up later. But yes, it's much easier to say we're laying off 10% of our workforce tomorrow than it is to make a lot of other changes, especially on the expenses side.That's one of the few expenses I think that a company has direct control over and can simply reduce if they choose to. And that's kind of where we are right now, I think. And so, you mentioned economic mobility or job mobility. It's definitely way down. And I think the reason is that, you know, I mean, if I'd been through layoffs at companies that I worked at before, right?It's a really uncomfortable feeling, where the person that was sitting next to you in the office next to you gets laid off and you're sitting there wondering, “Am I going to be next?” And the last thing that you're going to do is start kind of poking your head up and looking for jobs and making it known that you're shopping, or even go ask for a raise or something because you're just trying to keep your head down and maybe the scythe will pass over me [laugh], right? Maybe they're going to miss me in this next round of layoffs if I just keep my mouth shut and I keep typing away here on my keyboard. So, I think a lot of that is going on where people are, if they're still employed, they're happy to be there and they're just going to kind of hunker down. And then if they're not employed, there's not a lot of them, you know, especially if you're coming from big tech, you would want to go most of the time to another big tech company.Like, that's why you're there, a lot of people aspire to work for big tech, they want to be in that ecosystem. But if all the big tech companies are laying people off or freezing hiring, there's nowhere to go. And so, there's nowhere to move if they want to. They don't want to make it known that they're looking to move because they don't want to draw attention to themselves if they're still employed. And if they're unemployed, the options for them to go somewhere are slim, but they probably have a severance package that they're kind of going to milk for a little bit and see if things kind of warm up again and they can go find somewhere to move to. So, everything feels, in the big tech level, there's a lot of inertia right now. People are just kind of sitting back, and there's a lot of friction, and they're just kind of hanging back to see what happens.Corey: And also, at least from my somewhat naive perspective, it feels like when people do get offers and they have made the decision to move on, there's an increasing sense of they should be thankful for what they get and not rock the boat by asking for more. But I vehemently disagree, to be very clear on this. I think that negotiate for the best package you can get. Do it in good faith and be responsible about it, but money that is life-changing to you is a rounding error at best for a lot of these companies. You will always be more invested in this than the counterparty that you're negotiating against. But it just really throws me and on some level, makes me sad watching people take less than they could be getting.Josh: Yeah. I mean, I think that's just the nature of people who are spooked when the economy is doing weird stuff. And it's an understandable reaction to it, but I agree with you. Just yesterday—you know, I'm in a bunch of [laugh] a bunch of different developer Slacks. I don't know which one this was, but I was in a developer Slack—and somebody was saying exactly that.They're like, “Yeah, I got this offer, it seems pretty good. I don't know if I should bother negotiating it, you know? Like, I, I—shouldn't I just be, you know, pretty satisfied with this thing that I got?” And I wrote a long response, which was, the short version of it was basically, “No.” And the reason is, think about all the costs that the company has incurred just to get to the point where they made you an offer?It was expensive for them. Believe me, a lot of money has been spent. They've gotten all the way to the finish line with you. I mean, the number is at least in the thousands of dollars; it's probably in the tens of thousands of dollars, especially if they flew out for an onside or something. If you went through an interview loop, just do the math on, well, I talked to six people for about an hour apiece. That's six hours right there of really expensive time probably at, like [laugh], you know, senior manager and above pay rates.So, they put a lot of money into trying to fill this role. They want to fill the role, especially in this environment. If you're that deep in the process, they've got a role that they probably feel is pretty crucial to be filled. So, you've got a lot of reasons that you should be optimistic about the value that you're bringing to that role and I think it's a mistake to not see what the maximum value is that you can get in return for the work that you're going to provide for them. So, I do think that being scared is not the right response there, again because they've made a significant investment to get to the point of making an offer.And remember their fallback, right, if you negotiate with them and they don't want to give you any more, I have never seen—and I underline the word ‘never—I've never seen that a big tech company, somebody negotiates, and the big tech company says, “Nevermind. Get out of here.” Job offer went away. I've never seen it.Corey: I was about to ask that because I've heard about it at startups. And back in years when I was on Twitter a lot more than I am now, I periodically have people messaging me saying that this happened to them. What should they do? Do I want to put the company on blast and the rest? It's something I learned relatively early on in that process was before I go off half-cocked—which I'm thrilled to do—can I get a screenshot of that email exchange back and forth?Because it hasn't happened often, but once or twice, what I have clearly seen is that the company makes an offer in good faith and the person comes back with what they believe is the professional way to negotiate for more money and it is such a screaming red flag that is basically fists-of-ham-powered here that companies are like, “Oh, thank God. We just learned this giant red flag. We can get out of this super easy by rescinding the offer because of the negotiation, rather than asking them who they think they're speaking to like that.” And that is the way of getting out of it in those cases. I don't think that's particularly common, and as you say, I don't suspect that happens at big tech companies.Josh: I mean, it's not a good look, right? There was a period last year where a big tech company… [laugh] I don't know if this is privileged information or not, but they were actually resending offers, and it's because they had gotten out over their skis. They were hiring way ahead of where they should have been, and then of course, everything turned and they had to start reducing headcount. So, they did, and then they started actually res—Corey: I can think of at least three companies off the top of my head that would qualify for that story. A lot of it came, but no one made an announcement that we're rescinding offers, but it doesn't take much on Twitter when you start seeing wow, 15 people all popped up at the same time claiming that. I wonder if they're telling—Josh: Weird.Corey: —the truth, given they've never—Josh: It's a pattern.Corey: —interacted with each other?Josh: Yes.Corey: Yeah…Josh: So, without putting them on blast, obviously, the reason I'm not saying their names is I would be putting them on bla—it's not a good look, right? Nobody wants to know that they're in the interview process for a company who is known for rescinding offers. And so, you know it wasn't a decision they took lightly. And so, to your point, companies are not just going to willy-nilly start pulling back offers because that's really terrible PR. I mean, it's just not a good idea.So, it's either what you said, which is—and this is something, like when I say, “I've never seen it; underline the word never,” right, what I mean is I work with people one-on-one for a living; that's what I do. None of my clients have ever had a job offer rescinded from big tech company. That's not to say it hasn't happened for reasons like you mentioned.Corey: Yeah, I have to imagine that the emails you help them craft to respond to these things don't start off with, “Now, listen here, asshole…”Josh: Right.Corey: Like, I sort of get the sense that that's not quite the negotiating tone that you take, most days.Josh: [laugh]. No. There's no, like, you know, “I've CC'd my lawyer on this email… and blah, blah—” you know, that's not how I negotiate; it's not a good way to negotiate if you want to get good results and build rapport with people. So, in general, if you follow what I would call, like, kind of good negotiating practices—which is self-serving because I would say that I've created a lot of them for salary negotiations, right—and if you're following the best practices there, everybody's understanding that we're having a professional, business conversation among, you know, [unintelligible 00:26:52] professionals. We're trying to find the best result, that's good for everybody and we're going to get there.And so, as long as you're not—you know, you mentioned, you know [laugh], I say, you know, pounding your fist on the desk and making ultimatums and stuff, like, that's not how I negotiate; you can hear it in the way I talk. You're going to be fine. They're not going to be rescinding offers and therefore, you have pretty much carte blanche to, in good faith, negotiate with them to see if there's more room to negotiate. And how aggressive you're being and what you're asking for, these are all things that are dependent on the situation, right? There's some cases where asking for another half a million a year would be completely absurd; in some cases where it's totally appropriate [laugh] and it just depends on what your situation is.Corey: For some roles, if you just accept the offer as given, you will lose status in their eyes, on some level. For example, one of the challenges we've had with contract negotiation has been when we hire folks to work on negotiations. It's one of those, like, “Okay, do we want somebody who accepts the first offer or do we want someone who really fights us tooth and nail over every aspect of it?” And it's, on some level, it's an extension to the interviewing process there.Josh: Yeah.Corey: I don't know what the right answer is on that I mostly shrug and make that my business partner's problem.Josh: I think it's a good metric to see, especially in your business, like, you want to know not only, like, can they negotiate contracts and all this stuff, but you want to know, like, how savvy are they in terms of business? And I think, in general, a person who just accepts the first offer they get in business, I will not say that they are not savvy because I don't know that, but it's not a signal of savviness, I think, to just outright accept the first thing that comes your way in business, in general.Corey: Oh, when I wind up interviewing people in person and telling them about offers and whatnot, in years past, it was always a, would you like me to sign it right now? It's… to be honest, I'm actually starting to reconsider having given it to you at all because only someone who is deranged is going to sign a contract they haven't read, and we don't try to hire for that.Josh: Right. Yeah, I mean, that's just not—especially when your job is negotiating—you want to know that this person is running a number of filters when they're considering, you know, what is probably a kind of a life-altering decision for them, right? And so, one of those filters is, “Are the terms of this contract good for me? Is there anything dangerous in here?” And one of the filters is, “Am I being appropriately compensated for the value that I'm going to bring?” That's the big one that I focus on, right?And there's a number of those filters and I think—you know, when I'm coaching someone, the first thing that we always say when a job offer comes in is, “Hey, thanks for the offer. I appreciate it. If you wouldn't mind, I'd like”—Corey: Yeah, acknowledge receipt.Josh: Yeah, yeah, “Thank you. I got the offer. Thank you for that.” And also acknowledge it and be thankful. Like, you know, “Hey, I appreciate it.” Like, “We have now made a significant step forward in this whole process that we're going through. I appreciate what you've done to get us here. I appreciate the fact that you're giving me an offer. That demonstrates a lot of trust and all these things. And if you don't mind, I'd like to take a day or two to think it over.” And then the last thing is, “Would you mind sending me a bullet-point summary in email of the numbers that you said, so I make sure I don't mess them up?”Because you're trying to avoid the very unlikely chance that they said numbers and you heard different numbers and then you start negotiating based on the different numbers and everything just kind of go sideways. So, that's the first three things: “Thank you for the offer.” “Can I have a day or two?” “Would you send me a bullet-point summary?” It doesn't have to be formal; just bullet points is fine.Corey: Would always irked me—and I you tend to see this a lot more with early career folks, but there's also this is a common failure mode as well among people who have been in one job for a while where they have gotten completely rusty at doing the interview dance. And they tend to view jobs as being this benevolent gift bestowed upon them by the employer and they become falling over themselves, just thanking them for the opportunity and the rest. And no, no, no, no, no. A job is a mutual exchange of value. You are solving a problem that the company has, and in turn, they are bringing you in and giving you a not inconsiderable amount of money—presumably—to wind up solving that problem for them, you both come out better than you were independently. That is what a job is. Confusing the power dynamic for something else feels, to me at least, like it's the wrong way to view things.Josh: Yeah. I've always not liked even the meta sort of way that we talk about jobs as, like, jobs created, jobs destroyed, somebody gave me a job. I don't know when that term—I would be curious actually, to kind of know the etymology of that term, but like, when we started describing jobs is the thing that was given or taken or—and instead, what it is, is it's a verbal contract or written contract. It's like, “Hey, I'm going to do work for you because I bring value. You're going to pay me because I'm creating value and because it's valuable to you. And we're going to figure out, you know, what's the meet-in-the-middle number, basically, that makes us both feel good about that business transaction.”You as a company can't do what you're doing without people like me. And I as a person have found a good place to flex that particular muscle at your company. That's great for both of us. Let's figure out how, you know, we can both be happy with it. So, it's definitely not that, you know, nobody's really doing anybody favors there. You're both entering into a mutual exchange of value for business reasons.And of course, your business reasons are different than theirs, but that's what they are. So yeah, I like the way that you frame that and you think about it. And I do think it can be a little harmful for people to have that perspective, especially like if they're in a position where they're thinking, “Oh, I'm so thankful that this company is willing to give me this job.” You know, “They're gifting me with this job and they're creating this job for me.” That's actually not what's happening.Corey: Something that I want to talk about, just because I've gone through this process myself as an employee, who interviewed a lot, negotiated a lot, and got hired a lot. Then I started this place and I've been on the other side of the table. And it turns out that it's not that hard to be a human being when you're the hiring manager and making these decisions. And understand the fact that yeah, you may be hiring five people this month, but these people aren't accepting five job offers a month—you hope—and going through that entire process themselves. And extending grace is just not that hard.Like, one thing that we've done since day one here has always been to put our salary compensation for the job in the job posting so we don't waste anyone's time. Where, like, “Well, what do you want to make?” It's like, if someone walks in to buy a car, the salesperson doesn't say, “Well, how much do you want to pay for it?” It doesn't work that way. It's, “This is the thing we're offering. This is the compensation we can build here. We don't do equity, so there's no funny money stories.”And yeah, I know you'd like to make three times more. So, would we, but without growth, that doesn't become sustainable. So, let's talk about how to get there. And being a responsible, decent human being is not that hard in the hiring space, but no one tells those stories because it's more fun, and outrage goes around the internet three times while the truth is still putting its boots on, where the idea of these horrible companies with people who don't know what they're doing just completely kicking themselves.Josh: Yeah, you know, it's funny, I thought, two things kind of flashed in my mind while you were talking. And the first one was, you know, I was a hiring manager for a while. And a lot of the sort of philosophy that I built around, like, asking for raises and promotions, right? Like, I have a process for that that's different than negotiating job offers, but the way that I developed it was as a hiring manager, my employees would say, you know—in their one-on-one or something—like, “Hey, you know, I feel like, you know, here's what happened when I started the company. For these reasons, I feel like I'm like, way behind where I should be in pay. Can you help?”And so, the way that I kind of approached that was, yes, I want to help them, but I cannot really do that on my own. I need a lot of information that I don't have for them. So, what information do I need from them to have them help me help them to get them a raise or get them or promotion, right? And so, I started thinking about it from the manager side of, like, essentially, kind of like a compassionate approach to, like, I need you to give me information and I will do what I can for you. And that was like, my whole philosophy with that, which is, I think I agree with you, but I need you to kind of prove to me that you should be paid more. Not because I don't believe you, but because I can't get you more money if I can't make that case, and I'm not able to make that case on my own, right?And so, I think that there is room for hiring managers to be compassionate in terms of like you said, just putting numbers in a job description, just so the person knows, like, yeah, this seems like it's probably approximately for me. Or you know, like I said, as a hiring manager saying, “Hey listen, I need you to bring me these three things. If you bring me those three things, that'd be the information that I need to go to finance or to HR or whoever and see if we can get you a raise or get you a promotion.” And if we can't, then I'll figure out, like, what are the next steps for you to get there to do that thing. And I think that in general, that's just removing friction from, like, forward-moving business processes and that's a good way to go.I think for you, right, you're saving yourself time, by putting those numbers in the job description, you're saving your applicants time by putting the numbers in the job description, and you're also kind of setting the terms for, like, the conversation that you're going to have, in addition to the abilities that they're bringing, the skills that they're going to bring, the things they're going to do for your company, you're also saving time on what the pay is going to be, what the compensation is going to look like approximately for that role, so that you can say, “Are we having a conversation whose parameters are known to us and that we agree upon to start with? Yes? Okay, great. Let's keep talking.” Otherwise, no, and maybe they should go somewhere else or maybe you need to rework your job listings because nobody is [laugh] applying for that job, right?But it's all data. It's a feedback loop. And it can be done compassionately. It doesn't have to be this, kind of, aggressive, you know, Shark Tank-style, like, I'm going to beat you over the head with this thing and get my result that I want, regardless of how you feel about it or, you know, how it makes you feel as a person.Corey: One last thing that I want to comment on this is that I've done this a fair bit, but if I wound up finding myself on the job market, I would absolutely reach out to you for coaching on the salary piece of it, just because you are a dispassionate third-party who is very aware of what the current state of the market is, you have a bunch of different offerings these days that range from a bunch of free articles on your website all the way up to individualized personalized coaching. I have bullied friends of mine into becoming your clients with a, “If he doesn't justify his fee, I will pay it instead of you.”Josh: [laugh]. Thank you for that, by the way.Corey: Of course. And I've never had to do it because you know what you're doing and the results absolutely speak for themselves. But my question is, what are you doing these days that's between the everything free on a website if you read it and, individualized one-on-one coaching? Are there now points in between those two extremes?Josh: Yeah. I think you actually summarized the whole spectrum pretty well. I mean, I've made—since I started my business seven-and-a-half years ago, one of the primary things that I did to start was, I'm going to create as much free content as I can and make it publicly available, just so that people can find it. Because there's no way that I can talk to tens of thousands, hundreds of thousands of people one-on-one. And so, that's there on fearlesssalarynegotiation.com.The other end is my one-on-one coaching which I developed because, frankly, people were reaching out and saying, “Hey, will you coach me through this?” And I said, “Sure.” And I developed that business. And then in between is, I created a program… three or four months ago, I launched it. It's called Salary Negotiation Mastery, but it is essentially me sitting down late last year with an instructional designer and asking the question, how can I teach the methodology I use in my one-on-one coaching to people who can't afford to hire me or just aren't inclined to hire a consultant to help them do something? And how can I teach that to them in a way that they can execute it on their own to get a good result, or possibly, you know, they're just at an income bracket right now where it doesn't make sense for them to hire me?And so, that's kind of the middle ground there is it's a coaching program, but it's wrapped in a do-it-yourself thing, where you have, you know, worksheets and workbooks and things that you can use to do it yourself using exactly the methodology, even the templates and things that I use with my clients. And the only thing, of course, that you're missing is my brain, but I've put as much of that as I can into the program as possible. So, that's the spectrum is: free articles, Salary Negotiation Mastery in the middle, and then the top tier offering that I have is, like you said, one-on-one bespoke coaching, where I work with somebody one-on-one. And I don't do a lot of that, just because it requires a lot of time and I like to give a ton of focus to everybody that I work with.Corey: Which makes sense because it also feels like it's a very time-sensitive issue as well. Like with AWS bill, great people want it fixed now, but then procurement can slow things down. But that's okay; there's another bill coming next month. Job offers, speaking as a hiring manager, if you accept the job, terrific, that's great. If you don't. Then okay, that's unfortunate, but it happens. But either way, let us know so we can either continue speaking to other people or begin planning for you to show up. So, it feels like there's very much a strong sense of urgency around the entirety of what you do.Josh: Yeah, especially for the coaching. And the whole offering for my coaching offering is really designed to make sure that I have enough bandwidth available for someone to call me. I mean, literally, as we're in this recording right now, I could have gotten an application in the email that would say, “Hey, I have a job offer in hand from Google. It's for this much money, it's for this level, can you help?”Corey: “And they're on the other line. Please respond immediately.”Josh: Yes. And their recruiter is pressuring me for an answer. They want to get back to the hiring manager. And so, I need to be able to respond quickly, get back to that person, have an intro call, get to know them, see if I can help in their situation, kickoff, you know, this afternoon or tomorrow morning, get a counteroffer over in the next 24 to 36 hours, that kind of thing. And so, in order to do that, I've got to build an offering that allows me to have enough bandwidth and, kind of, agency over my schedule so that I can just sort of jump in immediately into the middle of a process that's ongoing and help the person get the best result possible.So, I enjoy that to be honest with you. I like, kind of, being called on in emergency situations like that. It's really good. But of course, I had to structure the offering so that it facilitates it so that I'm not, you know, already booked on the phone eight hours a day and unable to even look at my email until tomorrow or something because it just wouldn't work.Corey: Yeah. There's something to be said for being able to take a vacation.Josh: Yes. Which takes some planning, but can be done [laugh]. And it means I just have to turn off the application sometimes [laugh].Corey: Glad to see things are still going well for you. You started your business a few months before I started mine and it's great to see that we're both still failing to go out of business every month.Josh: [laugh]. That's how I see it, too. I'm still here. Now, what [laugh]? That's every month on the first when I do the books.Corey: [laugh]. I hear you. I really want to thank you for taking the time to speak with me. If people want to learn more—and if they're changing jobs, they absolutely should—where should they go to find out?Josh: fearlesssalarynegotiation.com is the first place to go. I'm also on Twitter. I don't tweet a lot kind of actively, I probably should do better on that, but I'm at @joshdoody on Twitter and I'm very responsive on there. So, you could ping me on there or, you know, connect with me on LinkedIn if you wanted to; I'm also joshdoody there. But fearlesssalarynegotiation.com is the best place to go, especially if you're kind of in a time crunch. Everything is just right there for you to jump in and kind of grab, you know, the free resource that you might need or apply to work with me as a coaching client.Corey: Oh, the template emails are glorious.Josh: Yes. Those are one of my favorite things on the site. They don't look like other emails that people write, and something I take a lot of pride in is communicating well and creating good email templates that help a lot of people.Corey: Oh, in TextExpander, for a decade now, I've had a fill-in-the-blanks templated resignation letter, which it turns out, most people don't have. But I don't need it much these days, but it is useful to wind up giving to people from time to time. Like, “So, how do I tell my boss to take this job and shove it?” It's like—Josh: Well—Corey: —life is long and the industry is small. Go vent to your friends over beers. But there's very little upside and huge potential downside, so write the formal thing. Here you go. And it turns out that it's sort of cathartic, just filling that out. And it's like, oh, that's what this [unintelligible 00:42:05]. And it often helps people step back from the ledge sometimes. Or pushes them right off, depending.Josh: I think that's a useful service.Corey: But yeah, the [unintelligible 00:42:11] template emails are way better than mine.Josh: [laugh]. Well thanks, I appreciate it. It means a lot to me.Corey: [laugh]. Josh Doody the owner of fearlesssalarynegotiation.com. I'm Cloud Economist Corey Quinn and this is Screaming in the Cloud. If you've enjoyed this podcast, please leave a five-star review on your podcast platform of choice, whereas if you've hated this podcast, please leave a five-star review on your podcast platform of choice, along with an angry comment and be sure to include your salary expectations.Corey: If your AWS bill keeps rising and your blood pressure is doing the same, then you need The Duckbill Group. We help companies fix their AWS bill by making it smaller and less horrifying. The Duckbill Group works for you, not AWS. We tailor recommendations to your business and we get to the point. Visit duckbillgroup.com to get started.

Are you ready to put yourself in the position to make more money?   Whether you are changing your career entirely or aiming for a promotion within the company you already work for, our guest, Josh Doody, is here to share some insight on how to negotiate a raise or a promotion for yourself.   Listen as he explains these processes (although similar, they have slightly different steps).   What Your Will Learn: - A step-by-step approach to negotiate a raise, promotion, or salary offer - How-to determine your target salary or job title - How-to deliver your pitch for that raise, promotion, or salary requirement for new job offer - What happens when your negotiation doesn't turn out the way you want it to - How-to get over the fear of negotiating   Are you ready to negotiate a new career title, but aren't quite sure what that may be yet? Check out our FREE 8-day course to “Figure Out What you Really Want for Your Career!”

Listen to Keycuts: https://www.thekeycuts.com/dear-analyst-50-walking-through-a-vba-script-for-trading-billions-of-dollars-worth-of-derivatives-with-shawn-wang/This little podcast/newsletter started as a little experiment last year. I never thought I would make it to episode number 50, but here we are! Thank you to the few of you out there who listen/read my ramblings about spreadsheets.I decided to give you all a break and invite my first guest to the podcast: Shawn Wang (aka @swyx). Shawn currently works in developer experience at AWS, but has a really diverse background (check out his site to learn more). I've mentioned Shawn in previous episodes (25 and 49) and was honored he agreed to be the first guest on Dear Analyst. We dig into a variety of topics including negotiating your salary, Javascript frameworks, creating, and whatever else tickled my fancy.Becoming a JediI was particularly interested in a 4,000-line Excel VBA script he wrote while working as a trader in a previous job. You can learn a lot about someone from looking at their code, and that's exactly what we did during this episode. Shawn was kind enough to share a VBA script he built back in 2012 for his team to price billions dollars worth of derivatives. I honestly don't understand 90% of this script, but Shawn walked through a lot of the derivative concepts he had to translate into this VBA script. You can see some of his thoughts about this script in the Tweet thread below:https://twitter.com/swyx/status/1327041894853922816?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E1327041894853922816%7Ctwgr%5Ef93cc6228794ba7b8cdb0018993df1a13c16d4e9%7Ctwcon%5Es1_&ref_url=https%3A%2F%2Fwww.thekeycuts.com%2Fdear-analyst-50-walking-through-a-vba-script-for-trading-billions-of-dollars-worth-of-derivatives-with-shawn-wang%2FI think it's amazing that his bank relied on traders using this homegrown script to price everything from interest rates to mortgages.One of the main takeaways from our walkthrough of this script is that the code isn't pretty. Shawn had a problem that he needed to solve, picked up the tool that could solve that problem, and started hacking away at the solution. Shawn shared a story from his senior trader at the time on building tools for yourself:One of the rights of passage for becoming a Jedi is building a light saber. Once you have the light saber, you just use it, and stop building it.—Shawn WangFor the benefit of other traders out there, Shawn also believes in learning in public. Releasing this script is just one example of that. By producing content and acknowledging gaps in your knowledge, you'll learn faster than being a “lurker,” as Shawn puts it.No-code is a lieWe talked a bit about an article he wrote called No code is a lie, and how programmers sometimes need to get over themselves. Programmers may get caught up in the style of their code, but the end-user just cares about whether the thing works and solves their problem.After finance, Shawn moved from Excel and VBA scripts to Haskell, Python, and Javascript. He still has a soft spot for Excel, however. With Excel, you have your database and user interface right in front of you. This not only gives people an easy way to create, but makes creation more inclusive.Excel is creation over code. I don't define myself as coding, I define myself creating.—Shawn WangTaming the Javascript communityShawn got really involved with the ReactJS community and eventually became one of the moderators of the subreddit after Dan Abramov asked him to help with the community.Shawn recently stepped down from moderating the community as he started coding with Svelte, another Javascript framework. In terms of moving from community to community, Shawn made an interesting point on encouraging renewal in communities. Mods, leaders, managers, and political figures should have limited terms to encourage innovation and different perspectives. Plus, I think when you are new to a community, you get a chance to learn from the ground up from others who are more experienced. Once you're at the top, it's time to find a new place and rinse, lather, and repeat.Getting $50,000 added to his salaryWe both talked about our interests in Haseeb Qureshi's blog posts on salary negotiation. If you were a developer 4-5 years ago, you most likely came across Haseeb's posts because it shows step-by-step how Haseeb went from finishing a coding bootcamp to getting a 6-figure salary at Airbnb.Shawn also cited Patrick McKenzie's post and Josh Doody's guide on salary negotiation as good resources. I remember when I was interviewing, I relied on Haseeb's concepts to get me through the negotiation process. Long story short? You should always negotiate.The fallacy of measuring developer advocacy programsI've read various blog posts and listened to podcasts about this subject, so figured I'd ask Shawn what he thinks about measuring developer advocacy efforts since he works at one of the largest companies on the planet. Rest assured! His team has not come up with the perfect formula either. Guess where they keep track of all their speaking engagements and content? You guessed it: in a spreadsheet.Shawn mentioned one startup called Orbit that is trying to crack this nut. They dub themselves as the “operating system of vibrant developer communities.” Their orbit model is a bit cheesy but does attempt to quantify someone's engagement in a community: Love is a member's level of engagement and activity in the community. Reach is a measure of a community member's sphere of influence. Gravity is the attractive force of a community that acts to retain existing members and attract new ones. Orbit levels are a practical tool for member segmentation and used to design different programs for each level of the community. I'm currently working on a similar program and commend them on tackling this problem :).Other projectsShawn finally shared what he's working on these days: Wrote a book called Coding Career Handbook and maintaining a community for that Growing the Svelte society on Twitter Angel investing Scouting for a VC fund Writing on his blog He talked about being disappointed in his writing and I completely agree with that sentiment. Writing these posts definitely take time but I always feel like more time can be put into the writing to make it more clear, structured, and precise. Having said that, I'll take a page out of Shawn's notebook and #LearnInPublic !

Gift Giving Guide (0:00:00) Christmas day is one of the most festive and fun of the year—not to mention satisfying. The feeling of finally getting to unwrap all the presents that have been calling your name from underneath the tree for weeks is hard to beat. However, as we get older, most of us arrive at the conclusion that there is one feeling more satisfying than opening your gifts—watching someone else unwrap a gift from you. There's only one catch and that's picking out the perfect gift. However, choosing the right gift is tricky business, especially for those difficult to shop for people on your list. Here to discuss some strategies for gift-shopping for even the most difficult person on your list is The Gifty Girl, Stephanie Yrungaray.   Dallyn Vail Bayles and Mindy Smoot Robbins (0:19:20) As part of Lisa's Christmas Music Sampler, musicians Dallyn Vail Bayles and Mindy Smoot Robbins talk with Lisa and Richie about their Christmas plans and give an exclusive Christmas performance.   Being the Best Gift Giver (0:43:38) One of the best parts about Christmas is seeing our loved ones light up with joy after opening their gifts. I think it gives us more pleasure to know we gave someone else the perfect gift than to receive our own presents. But sometimes we miss the mark. And there's nothing worse than watching someone open your gift only to see disappointment written all over their face.  And there's always that one person who is impossible to shop for and seems to always be unimpressed by our gift-giving. So, what can we do to find the perfect gift that won't need a gift receipt? Here to share his tips with us is marketing professor and psychology expert Jake Teeny.   Avoiding Debt Traps (0:52:50) It's tempting to go over budget when buying the perfect gift for your special someone. However financial experts are warning consumers to reign in their spending this year. This year has created a lot of economic uncertainty and accruing debt this holiday season could mean financial suicide. CNBC reports consumers are planning to spend just under one thousand dollars this holiday--$997.79 to be exact. While that's a little less than last year, it's still a significant amount of money, especially given the economic instability we're facing right now. Here to teach us how to avoid falling into debt traps this holiday season is financial specialist Shawn Wright.    Workplace Resolutions (1:34:51) As we begin to close a historic year that affected each and every one of us, we can't help but reflect on all that we've experienced and learned.... as well as all of our New Year's Resolutions that went unfulfilled. Despite the uncertainties that 2021 may or may not hold, making resolutions will help us grow. So today, we want to discuss professional resolutions or goals we can make for our work and careers. But how do you make workplace resolutions when you don't know what the next 12 months will hold? To help us out is business consultant, negotiation expert and friend of the show, Josh Doody.

Everyday Rockstar (0:00:00) Lisa and Richie talk with this week's featured Everyday Rockstar. You or someone you know could be featured next! Send us your nominations to thelisashow@byu.edu.   Getting Started Exercising (0:07:40) The pandemic has thrown everyone's lives out of orbit. Every single person's routine has been upended since March, and we're all trying to do our best to stay afloat. And what is the first thing to go when life gets hard: exercise. But our next guest is here to tell you that the pandemic-and any excuse for that matter-is not a good enough reason to not stay healthy and move daily. Dr. Courtney Beard is an associate professor of psychology in the Department of Psychiatry at Harvard Medical School and a clinical psychologist with expertise in anxiety disorders and cognitive behavioral therapy.   Code Switching (0:22:31) Are you the same person at work as you are at home or around your friends? You probably aren't. Workplaces almost always require a certain kind of attitude that reflects professionalism and respect. And there isn't anything necessarily wrong with that! However, for many black, indigenous, and people of color, the need to alter who you are at work is essential to survival. Many BIPOC have developed strategies, which has collectively become known as code-switching, to help them navigate difficult workplaces. Here to talk to us about why code-switching exists and what effects it has on BIPOC is licensed social worker and mental health expert Kyaien Conner.   Gift Giving Guide for Teenagers (0:36:31) Christmas day is one of the most festive and fun of the year—not to mention satisfying. The feeling of finally getting to unwrap all the presents that have been calling your name from underneath the tree for weeks is hard to beat. However, as we get older, most of us arrive at the conclusion that there is one feeling more satisfying than opening your gifts—watching someone else unwrap a gift from you. There's only one catch and that's picking out the perfect gift. However, choosing the right gift is tricky business, especially for those difficult to shop for people on your list. Here to discuss some strategies for gift-shopping for even the most difficult person on your list is The Gifty Girl, Stephanie Yrungaray.   Charging for Personal Business (1:14:06) Starting a business is the adventure of a lifetime. But it can also be a huge risk, especially if you don't know how to properly manage your money. So, while many things can only be learned as you experience running a business and making mistakes, other things are more important to learn now and quickly before the ship sinks. Like how much money we should charge for our services, pay our employees, and pay ourselves? Today we invited Josh Doody, a salary negotiation coach, to help us better understand how to pay ourselves when we start our own business and how to price our products and services.   Christmas Cookies (1:29:36) When the holidays roll around, we know it's time to bust out one of our favorite treats: Christmas cookies. In fact, baking cookies is a Christmas tradition for many of us. Whether you prefer gingerbread, sugar, or chocolate peppermint, a sweet batch of cookies is the perfect way to ring in the holiday season. But are you looking to improve your traditional cookie recipe? Or do you want to try something new? Well, we are very excited for our next guest who is here to share her advice on how to elevate both the flavor and style of our cookies this season. We are speaking with Tara Bench, baking expert, food blogger, and former contestant on Food Network's Christmas Cookie Challenge.

Everyday Rockstar (0:00:00) Lisa and Richie talk with this week's featured Everyday Rockstar. You or someone you know could be featured next! Send us your nominations by emailing thelisashow@byu.edu.   Marketing vs. Thinking (0:06:04) Think back on the last few things you've purchased for yourself. Why did you buy them? If someone recommended something to you, why did they buy it? Chances are, the further you look back, quite a few of your decisions are due to an ad you saw or a press release you read. But in what other ways does marketing impact our decision making? Today, we're joined by Dr. Matt Johnson, a psychologist and consumer behavior expert. He's here with us to get a deeper look into how marketing affects the way we think.   The “Boxed Out” Campaign (0:25:08) While it's convenient to buy new books online, there's something unique about going to my local book store. We love browsing through titles, getting new recommendations, and chatting with my local bookseller. But with COVID-19 shutting everything down, it's become really hard to support our local businesses. In fact, 20% of independent bookstores face the threat of shutting down right now.A new campaign has come out urging people to buy local and avoid big online sellers. Here to tell us more about the campaign and how we can help is CEO of American Booksellers Association, Allison Hill.   Perfectionism in Motherhood (0:38:14) She's the mom we all want to be. She has three perfectly groomed children who all started reading and writing at age 3, excel at all 5 of their extra-curriculars, and are beautifully well-behaved. And the mom is the CEO of her own company and a marathon runner on the weekends. She's also the mom that doesn't exist outside our imaginations. Perfectionism and motherhood often go hand in hand because we want the best for our kids. However, it's also a dangerous state of mind. Here to discuss perfectionism and motherhood is Catia Holm, author and inspirational speaker   Safety Skills for Teens (1:13:38) There are some things that are never taught to teens but could prove vital to their mental and physical safety. Here with us today is Jonathan Cristall, a veteran prosecutor in Los Angeles, who is going to tell us about safety skills every teen should know.   Positive Workplace Language (1:27:34) Our whole lives, we hear about the power of positivity and how it can lead us to greater success. We often practice positivity by choosing to smile when things are stressful or by focusing our thoughts on the highs rather than the lows. It is truly powerful, especially in the workplace. But how often do we put ourselves down when talking to our co-workers or employers rather than letting positivity seep into the way we communicate? Here to answer this question as well as teach us how we can reframe our minds to communicate positively in the workplace is business consultant, negotiation expert and friend of the show, Josh Doody.

Lisa and Richie talk to this week's Everyday Rockstar, Matt Johnson explains how marketing affects thinking, Allison Hill talks about how we can support local bookstores, Catia Hernandez teaches how to avoid perfectionism in parenting, Jonathan Cristall discusses the safety tips that schools don't teach kids, Josh Doody explains the positive impact of changing the way you talk.

Topics CoveredJosh Doody - Salary Negotiation Expert@JoshDoody on twitter: https://twitter.com/joshdoodyThe Fearless Salary Negotiation site: https://fearlesssalarynegotiation.com/Josh's book: Fearless Salary Negotiation: A Step-by-Step Guide to Getting Paid What You're Worth https://www.amazon.ca/Fearless-Salary-Negotiation-step-step/dp/0692568689From engineering to HR to Salary Negotiation ExpertWhy salary negotiation is so importantSalary unhappiness can be a barrier to productivityHow hiring managers also have a stake in salary equityCreating a win-winWho should be negotiating salaryThe main levers to pull in a negotiationThe hiring manager's point of view and the cost of hiringShould you ask your current employer to match a job offer?The biggest barriers to negotiationsWhen is the best time to start negotiatingWhy and how you should avoid the salary expectations questionArticle on how to handle salary expectations questions https://fearlesssalarynegotiation.com/salary-expectations-interview-question/When it's time to stop negotiating and when are you asking for too muchExample of the simple script I mentioned for planning the final stages of a negotiation: https://fearlesssalarynegotiation.com/salary-negotiation-script-example/How to prepare for a negotiationHere's what a counter offer email might look like: https://fearlesssalarynegotiation.com/salary-negotiation-email-sample/"Your first job is your first job when you learn how to have a job, your second job is your real experience, your third job is where you get paid."

I welcome Josh Doody, author of Fearless Salary Negotiation, onto the show. We talk about determining your market value, why you shouldn't ever be scared to negotiate an offer, and how COVID-19 has affected the job market for software developers.

I welcome Josh Doody, author of Fearless Salary Negotiation, onto the show. We talk about determining your market value, why you shouldn't ever be scared to negotiate an offer, and how COVID-19 has affected the job market for software developers.

Engineers love to experiment, but is experimenting with your career a good idea? In this episode of Programming Leadership, Marcus talks with salary negotiation expert Josh Doody about how this counterintuitive decision can benefit you over the long term. According to Doody, the key is to stop thinking in binary terms of “good” and “bad” outcomes and optimize for learning, instead. Doing so gives us a broader spectrum of results that we can use to decide how to proceed. This will allow us to better calculate risk while also avoiding Old Timer’s Disease and falling victim to loss aversion.   Show Notes “Decision science” (3:55) Thinking of outcomes as a spectrum rather than “good” or “bad” (5:13) Optimize for learning, not outcomes (7:31) How career experimentation has helped Josh (11:17) Understanding the long game (16:23) How to avoid Short-Timer’s Disease (18:53) Using expected value to calculate risk (23:41) Loss aversion can impede our ability to accurately calculate risk (27:59) “Good” and “bad” are subjective terms when it comes to experimentation (32:39)   Links Josh Doody on Twitter Antifragile, Nassim Taleb Should Belichick have gone for it on 4th and 2? by Josh Doody Marcus’s interview with Josh on Software Engineering Radio

Dhawal Shah discusses free online courses, Emily Taylor gives conflict resolution advice, Lydia Denworth explains the science of friendship, Karen Fountain talks about eating plant-based, Mary Lou Lillian explains how indexing works, Josh Doody gives advice for getting your job back.

In our inaugural workshop, Josh Doody visits us from Gainesville, FL to do a presentation and Q&A on material from his book and courses about salary negotiation. You can find out more about Josh by visiting his website at http://www.joshdoody.com or finding him on Twitter at https://twitter.com/JoshDoody. Fearless Salary Negotiation, the book and video courses, can be found at http://fearlesssalarynegotiation.com. --- Visit our website: http://orlandodevs.com Find us on Twitter: https://twitter.com/OrlandoDevs Be sure to subscribe for more videos from our workshops and meetups. https://www.youtube.com/watch?v=sN19aNmjBoU

Online Ivy League Courses (0:00:00) Harvard, Columbia, Yale. These Ivy League universities are household names and admittance to any of these schools guarantees a world-class education. However, an education of this caliber is attainable to only a select 5% of the student population—until now. These universities, and other non-Ivy League schools like Stanford and MIT, have begun offering free courses online available to any who wish to enroll. Dhawal Shah from Class Central, the leading destination for finding Massive Open online Courses, is here to discuss these offerings.   The Perils of Giving Conflict Advice (0:14:05) We've all seen our fair share of arguments and conflict. Especially now as we're in close quarters with the people that we love the most, but have the power to annoy us the most. Conflict can range from divorce to jealousy to a ten second debate with a coworker. No matter how it manifests in our lives, we can all relate to the feelings of confusion that come along with conflict. Often, we reach out to people close to us for advice. But, are you prepared for when it's your turn to give the advice? With us today, we have Emily Taylor, certified mediator, conflict specialist, and communications trainer, to help us know just what to say to our friends in need.   The Science of Friendship (0:34:07) What does it mean to be a good friend? From experience, many of us might say it means to be loyal, thoughtful, and forgiving of our many flaws. Good friends remember important events in our lives, bring us soup when we're sick, and laugh not only with us but at us. At least these are the characteristics we think all friends should have. But, what does the actual science say? Lydia Denworth is an acclaimed science journalist who has researched the science and history of human friendship. She's the author of the book “Friendship”, and she joins us today to discuss the science behind it so we can make and be good friends.   Nurses on the Front Line (0:50:38) We know what our view of the pandemic has looked like—board games, crafts and online school. But what have things looked like for health professionals? Recent studies are showing that people working on the front lines make up at least 11% of those infected. These people are risking their lives every day, and we wanted to take a minute to hear the story of someone who has been a part of this fight. Joining us is Fastaff Clinical Director and working nurse Karen Fountain.   FamilySearch Indexing (1:04:21) We have so much time on our hands these days, and what better way to fill it than with meaningful service? But it can be hard to find service opportunities that you can do from the comforts of your own home. However, one service opportunity that's available all over the world is Family Search Indexing.  So, what is this and how can we get involved? Mary Lou Lillian is an avid indexer who shares the opportunity to index with those in her community through the JustServe platform. We invited her on the show to tell us more about how we can serve through Family Search Indexing.   Looking for Post-Quarantine Jobs (1:24:05) In the last seven weeks, over 33 million Americans filed for unemployment. With such staggering numbers, finding a new job is intimidating to say the least. Not only do people have to worry about standing out from their competition, but how do you network with companies that just had to let go of the majority of their employees? When is it appropriate to talk to possible employers, including your former if you are looking to get your job back? And how can you start that conversation with sensitivity? Today, we have career expert and friend of the show, Josh Doody, to answer some of these questions and share how we can navigate today's complicated job market.

Psychological Flexibility (0:00:00)Sometimes, it feels like someone threw a wrench into what was going to be a good day. But that's just life... it's always changing and requires us to be flexible. In fact, stretching our mental and emotional capabilities is just as important as stretching our muscles, especially in tumultuous times. Luckily, we can learn how to become psychologically flexible to manage our ever-changing world. Joining us today is Dr. Lara Fielding, a Clinical Psychologist specializing in Mindfulness-Based Cognitive Behavioral Therapies. She's here to discuss how to adapt our minds and emotions to roll with the punches.  Personal Branding (0:16:05)As great as it is to showcase our lives to the digital world, being aware and even deliberate about what we post is more important than we realize, especially in regards to our career. Here to join us today is career expert Josh Doody to share how we can use our social media to further our careers and impress future employers.  Relationships and Politics (0:34:37)Have you ever had a conversation go completely south after bringing up a political topic? Even if you have the best intentions, politics have a way of causing arguments, bringing up hurt feelings, and even destroying relationships. A study by VitalSmarts showed that nearly 3 out of 4 people reported that a political discussion has hurt a relationship, with 1 in 4 saying that relationships never fully recovered. Here to talk more about how we can develop the right skills for having civil political conversations with our peers without burning bridges is Joseph Grenny. Joseph is the cofounder of VitalSmarts, a leadership training company.  Pandemic Parenting (0:50:35)When the stay at home orders started coming in and schools starting closing, I know many parents were feeling a little nervous and overwhelmed by the fact that they were now going to be their kids' entertainers, teachers, and caretakers for 24 hours 7 days a week. Parenting is a big responsibility under normal conditions, but these extraordinary times seem to have made it extra hard. So, how should we adapt our parenting during this time and how can we stay sane? We wanted to get some tips for all the parents out there on how to handle this new normal at home. Here to share his advice with us is Developmental Behavior Pediatrician and author, Dr. Damon Korb.  Dance From Home (1:06:16)Social isolation has given many of us the time and opportunity we need to achieve some of our goals and dreams... including learning how to dance. And, I don't mean learning Tik Tok dances or how to do the Soldier Boy routine, even though those are good and fun. I mean actual, skillful dancing. In fact, there are many resources out there available for aspiring dancers and dancers who want to keep practicing while they can't go to a studio. Amy Miller is a Co-Director and a performing member of Gibney Company in New York City, and she's with us today to talk about how we can dance at home during COVID-19.  Weekend Review (1:27:11)Lisa and Richie talk about what new shows, movies and books are available this weekend.

Dr. Lara Fielding explains why we should be psychologically flexible, Josh Doody gives advice for personal branding, Joseph Grenny teaches how to have hard conversations, Dr. Damon Korb gives parenting advice, Amy Miller talks about dancing at home, Lisa and Richie talk about what there is to do this weekend.

Billion Graves (00:00) When you hear the word “graveyard”, usually we think of either those we have lost or that terrifying movie that we know we shouldn't have watched, but we did anyway and now we can't fall asleep anymore. Whether it's one or the other, we usually don't consider graveyards to be an excellent place for service opportunities to learn more about our ancestors. That idea is what inspired the creation of BillionGraves, an online service that gives users the opportunity to take pictures of headstones and upload them online to help people locate where their family members were buried. Joining us is Cathy Wallace, Board of Directors for BillionGraves, here to discuss how visiting graveyards can be an incredible opportunity for service. What Mentally Strong People Don't Do (13:07) Have you heard the phrase, “Mind over Matter” … you know, the belief that we can overcome anything simply with our own willpower? I wish getting through hard times was as easy as thinking “I can do this, I'm strong.” But mental strength is more than just thinking to yourself that everything is OK. In fact, there are some specific things we can do, and not do, to become more mentally strong. With us is Amy Morin, a licensed clinical social worker and author of the internationally bestselling book 13 Things Mentally Strong People Don't Do to teach us how to stay strong in these situations. Staying Motivated (31:59) You've got a project to finish by the end of the day, three more meetings this week, and your unread emails have passed into the double digits. Can you feel your pulse speeding up and your blood pressure rising? Feeling overwhelmed at work is not only discouraging, but it can also keep us from getting everything done that we need to. Well here to help us is Josh Doody, a salary negotiation coach and expert in job interview strategy, with steps to manage our stress and feel good about the work we are doing.

Cathy Wallace shares how visiting a grave can bring you closer to your ancestors, Amy Morin gives us tips for being mentally strong, Josh Doody helps us not feel overwhelmed at work

Quitting Your Job (0:00:00)You know, when it comes to quitting your job, I don't think it matters if you have a good relationship with your boss or not, or whether you do or you don't have a valid reason for leaving, it is always an uncomfortable thing to do. So how should we go about appropriately quitting our jobs? Well salary negotiation coach and expert in job interview strategy, Josh Doody, joins us today to share how we can have a positive experience resigning, and how we can even maintain a positive relationship with our employer after leaving. Special Valentine's Day Treats (0:16:18)Valentines' day is a celebration of love, and I love dessert! All the pink cupcakes and heart-shaped treats are wonderful to eat, but much less wonderful if you're trying to eat healthy. Or if your Valentine has special dietary restrictions. Are you wondering how to enjoy your holiday treats while avoiding too much sugar or allergens? With us today is Emily Campbell to help us find the perfect homemade treat. Empathy in Fantasy Books (0:26:31)If you could choose to have a magic power, what would it be? What about if you could choose one characteristic to have? Reading about magic can't give you magic powers, but it can help you gain empathy. Angie Sage is the best-selling author of the Septimus Heap books, and her new book, Maximilian Fly, was released this week. She joins us to discuss her new book, and how children can learn empathy through reading. Interior Painting (0:34:46)You've got your old overalls on, your enthusiasm is at an all-time high, and you are ready to repaint your living room. For some of you, this is a normal scenario. For others, this seemingly-simple project feels a little intimidating. Well, despite your placement on the novice-to-expert scale of interior painting, it's always nice to hear tips and tricks to improve your final product. To let us in on everything we need to know about interior painting, we've invited Allison Bean—a home-improvement expert from The Spruce—on the show today.

Josh Doody explains how to quit your job, Emily Campbell discusses the best homemade Valentine's treats, Angie Sage talks about empathy in fantasy books, Allison Bean gives tips for painting your interior.

Josh Doody is a salary negotiation coach for experienced software developers who are going to big tech companies. Josh explains how to position yourself for high value roles at tech companies, how to negotiate a pay raise where you're at and strategies for a long term career as a developer.

Embrace WA (0:00:00) Many of us have friends or family who have been impacted by foster care. Maybe they've taken kids into their home, or maybe they were foster kids themselves. For any of us who are familiar with the system, we know that despite all of the good it does, there is a long way to go before these kids get all the help that they need. Luckily, there are organizations like Embrace Washington who are working to support kids in the foster care system in any way that they can. For this week's JustServe spotlight, we're joined by the Executive Director of Embrace Washington Alene Alexander. Talking to Your Kids about Drugs (0:13:02) Imagine sending your child onto a battlefield without any protection whatsoever. No one would do that! But, how many of us allow our kids to happily go off to school, or to start their first job, without properly preparing them to face all the challenges that might be there? Challenges like drugs and alcohol. These are things we need to start preparing our kids to refuse early. With us is Pat Aussem, Master Addictions Counselor and spokesperson from the Partnership for Drug-Free Kids. Prepping for Job Interviews (0:32:30) Sitting in a job interview, we all want to come off as confident and qualified even though we may be sweating and shaking. Josh Doody, expert in job-interview strategy, joins us to discuss exactly how we can prepare for and nail our next job interview. Indoor Air Pollution (0:50:29) We talk a lot about air pollution—as we should—but have you ever thought about what the air quality is like inside? We spend a lot of time indoors, especially during the wintertime, but the air inside might not be all that much better than the air outside. In fact, the US Environmental Production Agency has named indoor air quality as one of the top five health threats in the country! Here to tell us more about causes and cures for indoor air pollution is Tony Abate, certified indoor environmentalist and Vice President of AtmosAir Solutions.  Brand Love (1:05:07) In a world dominated by big brand tycoons like Apple, Google and Coca Cola, making your own brand stand out to consumers can seem daunting. But, don't give up just yet, because our next guest might have the secret to your future success. Anne Candido is the founder of Go for 2, a Brand “Love” Building consultancy that helps more people fall in love with your brand by connecting to their heart, mind, and soul. She's here to tell us how we can do this for our own businesses and products. Repairing Family Bonds (1:25:01) Families aren't always perfect and sometimes we have disagreements, fights, and even become estranged. With so many different personalities in families, conflict is bound to arise. It's how we deal with this conflict however, that's most important. Dr. Ish Major is is a board-certified psychiatrist known for his role on the WE TV show, Marriage Boot Camp. He's with us to share some tips on how we can begin to fix broken family relationships. 

Alene Alexander talks to us about the Foster Care community, Pat Aussem gives us tips for talking to kids about drugs, Josh Doody helps us prepare for our next interview, Tony Abate tells us if we should be worried about indoor air pollution, Anne Candido talks about "brand love," Dr. Ish Major shares ways to repair family relationships.

Homeless Shelters (0:00:00) When the weather gets cold, I barely want to leave my house for the time it takes to run to my car. It's miserable. But can you imagine living every day without ever being able to run inside somewhere to keep you warm? Can you imagine wandering the streets with no food, no home, and no purpose? We pass people in these exact circumstances every day, not giving a second thought to what they actually might be going through. Well, we wanted an inside perspective and talked to one man who gave us first-hand details of what life is really like being homeless. We have Brent Crane, the director at a local homeless shelter, joining us to help us know the best things we can do to help our homeless neighbors. Care Packages (0:13:02) Being apart from family is hard all year round, but when someone you love can't spend the holidays with you it's especially hard. Whether your kid is at college or a military family member is deployed, sending care packages can be a great way to feel connected to a loved one even if they are far away. But if you've never sent a care package before it can be hard to know where to start! Joanna Guldin has sent plenty of packages to her military husband while he was deployed, and she shares all her best ideas on her blog JoMyGosh.com. She joins us to help us create the best care packages possible The Wedding Hashers (0:29:25) If you are planning to get married in New York, you might be lucky enough to have some surprise guests in your wedding pictures. The Wedding Hashers are a group of runners who run past the Brooklyn Bridge and take pictures with as many weddings and recently married couples as possible. But don't worry about them ruining your wedding aesthetic! The runners wear custom made tuxedo running shirts, so they'll fit right in! Marc Alterman and his fellow Wedding Hashers join us to share their experiences running into couples and taking pictures. True Crime (0:49:25) So many people are familiar with the ever-popular true crime podcasts. Among all those podcasts, one stands out for the depth of its research and storytelling: Cold by KSL Podcasts. This podcast has managed to stay in the top 100 shows on Apple Podcasts for almost a year now. Due to the intense research and “cold case” crime, this podcast is a must-listen. Today we are joined by the host and producer of Cold, Dave Cawley. Parenting and Diversity (1:07:01) We love to talk about parenting on our show, because we love parents! The work they do is difficult and complicated and not always appreciated as it should be. And while we are always trying to speak to the largest audience we can—we know it's impossible to speak to everyone. The parenting experience is different for everyone, because every child and family situation is different. Here to talk to us about her own unique perspective on parenting is Dr. Bethany Cook, clinical psychologist specializing in children and families and author of For What It's Worth: A Perspective on How to Thrive and Survive Parenting Ages 0-2.  Negotiating Salary (1:21:28) You've been working hard at your job, maybe you've even been working there for a while and so you feel it's time for a raise... but how do you even begin that conversation with your boss? It takes guts, vulnerability, and maybe some skills we don't know about to beef up that paycheck, so we've invited Josh Doody, a salary negotiation coach and leading expert in job interview strategy, to teach us how to understand our value and get paid for our worth.

Brent Crane talks about homeless shelters, Joanna Guldin shares how to make great care packages, Marc Alterman talks about his experience running and taking pictures with newlyweds, Dave Cawley talks about true crime podcasts, Bethany Cook talks about how each parenting situation is unique, Josh Doody tells us how to negotiate a salary.

Josh and Keith discuss:Josh's offer and how his funnel is structuredHow he uses RightMessageUsing SEO to grow his site visits from 150 to 100KWhat happened when he switched from giving away 10 templates as his opt-in, to giving away 1 template and selling the other 9How he utilizes his thank you pagesWhy he shortened his funnelConnect with Josh Doody@JoshDoody https://fearlesssalarynegotiation.com/ https://fearlesssalarynegotiation.com/coach/

Massimiliano Frani talks about how music affects our emotions, Alysha Milligan working with your spouse, Josh Doody tells us what to look out for during a job interview, Keefe Harrison shares what we can recycle, Kathryn Kellogg tells us how we can live zero-waste, Amas Tenumah talks about customer service, Tyler Lenczuk and Karen Lane and Mina Starsiak talk about smart garages.

For 15 years, Josh Doody held several different software engineering roles at companies like Raytheon, ADP, and Appirio. Today, he owns a consultancy called Fearless Salary Negotiation and helps software developers get paid what the market commands. Join Corey and Josh as they discuss how software developers can get paid more, what the current tech job market looks like, when devs should start thinking about compensation in their next roles, when salary negotiations actually begin, why the goal of a negotiation isn’t always about getting more money, the biggest mistakes people make in negotiations, and more.

Girl Be Brave (0:00:00) There are just some days we could all use a little pick me up. It's those days—the really difficult ones—that we have to remind ourselves to “be brave.” One woman has decided to make this exact phrase her mantra and not only has founded an online movement and brand around it, but recently has come out with a book as well. Here to tell us more about the Girl Be Brave community and book is Cheryl Hale a writer, blogger, and business owner. Holiday Baking (0:14:13) Pumpkin chocolate chip cookies, pumpkin bread, pumpkin spiced lattes, pumpkin donuts. These are the harbingers of fall, and right now they are everywhere. Fall time is a great time to try out some new recipes! Chef Todd Leonard, the 2018 American Culinary Federation National Chef of the Year, joins us today to give us his best tips for spicing up your fall desserts and meals. Negotiating Salary (0:34:14) You've been working hard at your job, maybe you've even been working there for a while and so you feel it's time for araise... but how do you even begin that conversation with your boss? It takes guts, vulnerability, and maybe some skills we don't know about to beef up that paycheck, so we've invited Josh Doody, a salary negotiation coach and leading expert in job interview strategy, to teach us how to understand our value and get paid for our worth. Diverse Parenting (0:50:38) We love to talk about parenting on our show, because we love parents! The work they do is difficult and complicated and not always appreciated as it should be. And while we are always tryingto speak to the largest audience we can—we know it's impossible to speak to everyone. The parenting experience is different for everyone, because every child and family situation is different. Here to talk to us about her own unique perspective on parenting is Dr. Bethany Cook, clinical psychologist specializing in children and families and author of "For What It's Worth: A Perspective on How to Thrive and Survive Parenting Ages 0-2." Halloween Makeup (1:05:18) You have a huge costume planned for Halloween, everything's in place, but there's one key element you might need to know more about –your makeup. How do you do it right? What are the Halloween makeup trends this year? Where can you find the best Halloween makeup products? Carla Winter is an artist and founder of PartiArt, an entertainment company that helps people celebrate with fun and joy. She has some great ideas for Halloween makeup this year. Interior Design Trends (1:20:08) From the 50s mid-century modern to the 80s pastels, interior design changes with the decades. Increasingly, people are turning to social media to get inspiration from new styles and how to incorporate them in their own homes. As we approach a new decade, we can be prepared to add fresh new styles to our homes! Here to tell us about the up and coming home design trends is Andrew Graham, home décor expert and CEO of Graham & Brown. Binge-Watching Snacks (1:29:37) Odds are, if you're watching tv, you're craving something to munch on. Well todaywe're Talkin' ‘Bout Snacks with Josh and Amy, and we're bringing youideas for the best things to snack on while binge-watching your favorite shows. Josh Bingham is our sweet expert, who would eat dessert for every meal of the day if he could. And Amy Biedel is our savory expert, who believes that dill pickles are the only true pickles.

Cheryl Hale talks about her empowering book, Todd Leonard gives some fall cooking ideas, Josh Doody teaches how to negotiate your salary, Bethany Cook explains diverse parenting styles, Carla Winter discusses Halloween makeup trends, Andrew Graham talks about wallpaper trends, Josh and Amy give snack ideas for binge-watching TV.

Phil’s guest on this episode of the IT Career Energizer podcast is Josh Doody. He helps software developers to get more high-quality job offers and negotiate higher salaries.  He is also the author of the book “Fearless Salary Negotiation”, a step-by-step guide to getting paid what you’re worth.   In this episode, Phil and Josh discuss the right way to negotiate high salaries. He shows the audience how a few simple language changes will turn you into a better negotiator and self advocate.   Josh explains how to avoid weakening your negotiation position by using a number when answering the question, how much do you want to make? He also reveals the IT sector in which his highest paid coaching clients are involved and explains why you may want to switch career direction.   KEY TAKEAWAYS: (3.09) TOP CAREER TIP Always re-negotiate job offers, even if you think the offer is a really good one. Usually, you will have underestimated your value to that firm. They know this is likely to be the case. So, most firms, will only offer you what you consider to be a good salary, rather than what you are actually worth to them.   Josh also shares the best way to leverage the power you to get properly paid throughout your career. That includes when you move to new roles within a firm.  He also explains how to get your direct manager on your side.   (6.44) WORST CAREER MOMENT While Josh was still working for other people, he spent a year under a manager who had poor management skills. His manager had simply been promoted to the point where his salary level demanded that he had people report to him directly. This despite the fact he was not suitable for that role.   It was a situation that resulted in a very poor working environment. But, good came out of it. Josh realised that even if he left that firm, he could potentially find himself in the same situation again. It made him rethink his career and realise that he needed to find a way to work for himself.   (8.06) CAREER HIGHLIGHT At one point in his career, Josh got heavily involved in developing HR talent management and development software. This work was a highlight of his career.   He really enjoyed the creative process. Working on blue sky ideas, building systems people were actually able to use was engaging and exciting. Josh particularly liked being able to combine using his existing skills to the full while learning new ones.   (9.40) THE FUTURE OF CAREERS IN I.T Machine learning and AI are the top fields to work in. That will be the case for many years to come. Unsurprisingly, the people who have this type of experience are being extremely well paid, right now.   The future for IT is bright and very exciting. Over the past year, more of Josh’s clients have started to receive multiple work offers. Many have taken advantage of this fact and chosen to do the work that looks to be the most interesting and fulfilling. The role that offers the most opportunities for the future.   (13.37) THE REVEAL What first attracted you to a career in I.T.? – The first time Josh used a DOS computer; he saw the magic and was immediately hooked. What’s the best career advice you received? – His first boss taught him to be more purposeful about the way he approached his work. Not to just focus on the financial reward. What’s the worst career advice you received? – Slow down, you are progressing too fast. What would you do if you started your career now? – Josh would focus on machine learning and AI. The work is fascinating and Josh’s clients who work in that field are earning big. What are your current career objectives? – In the short term, Josh’s focus is on offering good coaching services. But, he is an entrepreneur, so expects to, switch focus, at some point. What’s your number one non-technical skill? – Diplomatic communication. This skill enables Josh to stand up for himself and his ideas without putting the other party off. During the podcast, he shares a clever language trick he uses to do that. How do you keep your own career energized? – Experimenting and trying new things in his business. Josh is not afraid to take risks. What do you do away from technology? – Josh has a close group of friends that he spends a lot of time with. He is also active in his community.   (23.39) FINAL CAREER TIP When a prospective employer asks you how much you expect to make, if they were to offer you the job, never reply with a number. Josh explains what to say instead, so you do not alienate the other person or weaken your negotiating position.   BEST MOMENTS (3.13) – Josh - “Always negotiate job offers, even if you think the offer is really good.” (3.52) – Josh - “Get your pay as high as you can at the beginning, using tactful negotiation techniques.” (16.57) – Josh - “Of the people I coach, the ones involved in AI are the ones that are making the big money.” (17.07) – Josh - “For the next 20 or 30 years, AI is going to be huge.” (24.39) – Josh - “Don’t be the one to name the first number in wage negotiation.” (24.41) – Josh - “The wage negotiation process starts in the interview. Not, when you are offered the job. ”   ABOUT THE HOST – PHIL BURGESS Phil Burgess is an independent IT consultant who has spent the last 20 years helping organisations to design, develop and implement software solutions.  Phil has always had an interest in helping others to develop and advance their careers.  And in 2017 Phil started the I.T. Career Energizer podcast to try to help as many people as possible to learn from the career advice and experiences of those that have been, and still are, on that same career journey.   CONTACT THE HOST – PHIL BURGESS Phil can be contacted through the following Social Media platforms:   Twitter: https://twitter.com/philtechcareer LinkedIn: https://uk.linkedin.com/in/philburgess Facebook: https://facebook.com/philtechcareer Instagram: https://instagram.com/philtechcareer Website: https://itcareerenergizer.com/contact   Phil is also reachable by email at phil@itcareerenergizer.com and via the podcast’s website, https://itcareerenergizer.com Join the I.T. Career Energizer Community on Facebook - https://www.facebook.com/groups/ITCareerEnergizer   ABOUT THE GUEST – JOSH DOODY My guest on today’s show helps software developers to get more high-quality job offers and negotiate higher salaries.  He is also the author of the book “Fearless Salary Negotiation”, a step-by-step guide to getting paid what you’re worth.   CONTACT THE GUEST – JOSH DOODY Josh Doody can be contacted through the following Social Media platforms:   Twitter: https://twitter.com/JoshDoody LinkedIn: https://www.linkedin.com/in/joshdoody/ Personal Website: https://www.joshdoody.com Company Website: https://fearlesssalarynegotiation.com/ Coaching Page: https://fearlesssalarynegotiation.com/coach Article: https://fearlesssalarynegotiation.com/the-dreaded-salary-question/

What’s up, everybody! In this episode, I’m joined by Josh Doody, author and founder of Fearless Salary Negotiation. After successfully negotiating his own salary, Josh wrote a #1 bestselling book to help others learn his process. Soon after, he added video courses to help his students better implement the strategies. In this episode, Josh shares how he turned his book into an online course, why he still coaches clients, and what he's learned along the way. Having a visual component helps people to see in action the things written in my book Episode Quotes "I knew that I could learn a lot of valuable skills if I started learning how business actually works." "All I had to do was ask and they just gave me money for this job." "Creating the online course was a way to augment the book, but also to teach people who kind of think like me." "I definitely did design the book so that it's not necessarily meant to be completed." "I do this because I like helping people and it’s the best way to make a good living without having to go to a day job." Listen to Learn 01:17 Getting to know Josh Doody, Rapid 5 Questions 05:45 Josh's career and business journey 10:04 Overview of Josh's book (Fearless Salary Negotiation) 14:55 Augmenting the book with online courses 17:14 How Josh started the coaching component 21:33 A peek inside the course bundles 25:08 Creating actionable worksheets and templates 30:05 Gathering learners’ feedback and how to make use of it 35:33 Awesome things coming up from Josh, website links Get the Bonus Episode! Join us in the bonus segment! Josh and I discuss how he packages his courses, why he decided to offer coaching and how to resolve small pains in your business. Grab it here: https://get.zencourses.co/extra

How are your negotiation skills? Josh Doody's are expert level! He is the author of Fearless Salary Negotiation and an Expert Salary Negotiator for Software Developers! Learn about salary negotiation, why it's so important for employers and some common mistakes employers make when it comes to their employee's salary and career path as we talk with Josh Doody, Mike Dees and Collin Austin! 4:21 Josh Doody’s origin story 8:31 What was your product Taskbook 18:56 Are you still experimenting with the cost of your salary negotiation service? 25:04 What would you say is the average increase in income for your clients? 28:40 Give us an example of negotiation and what happened? 32:27 What do you say to an employer who asks you for what you think your salary should be? 41:44 How should employers approach salary negotiation? 45:34 Do you have any tips on how to figure out the market rate in your industry? 47:09 Creating a career path for your employees. 55:39 One of the challenges of living in a college town is the students usually only stay for the 4 years and then leave, how does an employer retain those type of employees? CONNECT WITH OUR GUEST: Josh Doody https://www.joshdoody.com/ https://twitter.com/JoshDoody https://www.instagram.com/thejoshdoody/ https://www.facebook.com/JoshDoody https://fearlesssalarynegotiation.com/ CHECK OUT OUR LAST EPISODE: Taking Risks in Entrepreneurship with Joe Cirulli from Gainesville Health & Fitness | WHOA GNV: https://youtu.be/cm3dVhIjv4g CONNECT WITH OUR PODCAST & NOMINATE A GUEST: https://www.whoagnv.com/ Instagram: http://instagram.com/whoagnv Facebook: http://facebook.com/whoagnvpodcast Twitter: http://twitter.com/whoagnv Know someone that would be PERFECT for our show? Nominate them here! https://www.whoagnv.com/nominate-a-guest/ Join us on the journey and listen on... iTunes: https://itunes.apple.com/us/podcast/whoa-gnv-podcast/id1381002391?mt=2&i=1000410719480 Soundcloud: https://soundcloud.com/whoagnv/ Stitcher: https://www.stitcher.com/podcast/whoa-gnv-podcast Spotify: https://open.spotify.com/show/3vZ0Bg4FJmdx3VPKg4ehMf?si=2ET-VhjXRtqIDUTp_Dau7w --- Support this podcast: https://anchor.fm/whoa-gnv-podcast/support

Simple Programmer is now BACK with a brand new YouTube ChannelSUBSCRIBE HERE: https://simpleprogrammer.com/subscribespyt   This might be your roadmap to maximizing your salary as a software developer. The million-dollar question is: How do you negotiate your salary without losing the job offer or seeming greedy? Ashley did it, but first she had to avoid the most common salary negotiation mistake... Most developers fall into different traps when it comes to negotiating a job salary. It might be due to hundreds of different reasons, but, what I often see, is: don't negotiating at all. Developers also make the mistake of saying out loud their salary expectations, saying what they did earn in their last job and more. If you're really feeling like this, then, Josh Doody is the perfect person to help you out on this one. On average, Software Developers improve their job offers by $46,150 when after Josh's negotiation techniques. In today's video, Josh and I will discuss more about some amazing techniques when it comes to negotiating your salary as a software developer.  

The average engineer has, what, two dozen jobs in their lifetime? Compensation has a compounding effect over your career--$10k left on the table early in your career can easily become a million lost later in your career. That’s why I went to my good friend Josh Doody to get advice on effectively negotiating job offers.

Josh Doody, the author of Fearless Salary Negotiation, joins us today to discuss:What you need to look out for to stay ahead in the industryHow to find leverage despite the information asymmetry between the employer and the job candidateWhy questions on what your current salary is or what you'd like it to be boxes you out of opportunitiesThe best way to put in the work towards a promotion.Tradeoffs of working for a startup versus a big tech companyEquity in the salary negotiation, and how it weighs in.Transcript"Negotiating Your Salary and Advancing Your Career with Josh Doody" TranscriptResources:Fearless Salary Negotiation CoachingFearless Salary Negotiation BookThe Dreaded Salary QuestionSoftware Developers: How to get a RaiseSalary Negotiation GuideSalary Negotiation for Software Developers egghead TalkJosh Doody:TwitterLinkedInWebsiteJoel HooksTwitterWebsite

Today’s guest is Josh Doody. Josh is a salary negotiation coach. He’s the author of Fearless Salary Negotiation and helps his clients earn what they’re worth with the strategies and tactics he’s created and refined as both an employee and entrepreneur.

Links:https://fearlesssalarynegotiation.com/

Author and Salary Negotiation Coach, Josh Doody, stopped by the People Stack to talk about getting more interview and job offers, the process and flow of negotiation, how his time as an engineer influenced his process, the art of the counteroffer, and more. Some links mentioned in the show: The Fearless Salary Negotiation homepage: https://fearlesssalarynegotiation.com/ Josh's coaching page: https://fearlesssalarynegotiation.com/coach/ Josh's article on how to answer “What's your current or expected salary?”: https://fearlesssalarynegotiation.com/the-dreaded-salary-question/ The comprehensive Salary Negotiation Guide Josh mentioned: https://fearlesssalarynegotiation.com/salary-negotiation-guide/ Special Guest: Josh Doody.

Josh Doody is a salary negotiation coach and author who helps software developers receive more job offers and negotiate higher salaries. In addition to helping clients one-on-one, Josh wrote the book Fearless Salary Negotiation, which includes his best strategies and tactics for getting paid what you're worth. The principles in this book can be used by anyone, not just software developers! Our conversation covers how Josh got inspired to pursue the art of negotiation, how to stand out during the interview and hiring process, some of his top salary negotiation strategies, and how to get promoted at your current company.  

Summary Josh Doody talks about salaries, how they are set and how to negotiate a higher one. Details Who he is and what he does. What is a salary negotiation coach, negotiation by proxy. Who can benefit from Josh's help, how to get his book. Salary structures, what they are and how they work. Estimating your market value; judging your value compared to others, Bryan disagrees with Josh, John Sonmez says "ask for the moon". The interview, preparation, never share your current salary or desired salary. How to negotiate the salary; how to counter offer; the final discussion; "there is nothing fair about salary". How to leave a job. How to ask for more money in a job. Wrap up.

It can be difficult to look at someone who has achieved success in something like building out a consistent way to attract clients, and to picture yourself ever being able to achieve that same level of success. It can feel like they got to where they are overnight, as if by magic. But obviously that’s not true. Behind all of these success stories are journeys with unexpected twists and turns of months and much more frequently years of consistent hard work to figure it all out. Josh Doody has an awesome niche: he is a salary negotiation coach. As the title implies, he helps his clients to negotiate a higher salary, helping them to be earn thousands of dollars more per year. Not a bad problem to solve. But Josh didn’t start out as an expert on salary negotiation. In fact, he originally worked as an electrical engineer, and the path he took from that career to salary negotiation was definitely not a straight or obvious one. Josh shares how this transition happened, the twists and turns along the way, and steps that he took to build his business, one small piece at a time. https://freelancetransformation.com/episode127

We talk with Josh Doody about resumes, interviewing, and salary negotiation. The Facebook Algorithm mom problem, and an animated gif embedded in bacteria.

I talk to Josh Doody, salary negotiation expert for software developers, about a recent change to his positioning.

This week Will and BJ discuss salary negotiation with author Josh Doody. In the episode they talk about some of the common questions developers have about negotiating as well as covering some mistakes that we all make when negotiating for a higher salary. Read more › The post Salary Negotiations with Josh Doody appeared first on Complete Developer Podcast.

Guest: Josh Doody @JoshDoody Full show notes are at https://developeronfire.com/podcast/episode-217-josh-doody-fearless

Many people are afraid to negotiate be it for a raise or a salary offer for a new job. Josh’s approach is to follow a process that will allow him to accomplish the thing he is afraid of. If you can break something down into steps and just follow the steps, suddenly you’ve done it. When it comes to getting a raise, most of us could do better. Today we talk fearless salary negotiation tips with Josh Doody. Full Article Here Show Notes Imperial Donut Break: An Imperial Porter from Evil Twin Brewing. Salary Negotiation Sample Email: To counter offer once you have a job offer. Salary Increase Letter Sample: Asking for a raise. Josh's Twitter: You can reach him here. Fearless Salary Negotiation: Josh's site. Learn more about your ad choices. Visit megaphone.fm/adchoices

Contrary to popular belief, women don’t need to be coders or programmers, to get a great job in the tech industry, says guest expert, Allison Esposito. The tech industry is full of sales, marketing, and engineering positions that need to be filled. Even if a woman has never worked in the tech industry, she has transferable skills that apply to tech jobs. Breaking into the tech field can be difficult because big tech companies have so many competitive applicants. It can be hard for a person to stand out, especially if they don’t have any experience in the tech field. Allison suggests women apply to smaller startups, to gain experience and to build their resumes. The gender gap in the tech world is quite large. It can be seen in small startups, all the way up to big companies. Big companies report a ‘Pipeline Problem,’ which means they don’t believe women are out in the job market, or that their skill level is not up to par with the men applying for the same positions. Allison doesn’t believe it’s a pipeline problem, she thinks it is a connection problem. To see where you might fit in the tech world, consider what you are already doing, and see where your skills fit. To make the switch to a career in tech: Make sure you are using the product or service of the company you wish to work for. Jot down what you would do differently if you worked for the company. Join online groups, and follow people who have the type of jobs you want. Absorb as much as you can in the media and at meetups. Women can often be intimidated to attend IT meetups because they don’t feel they fit the traditional mold of young, male IT employees. Allison says if you go to a networking event with small goals and low expectations it will be less intimidating. Pro Tip — Make a list of the companies you want to work for, and start building your network within those companies. Allison Esposito Bio Allison Esposito is the founder of Tech Ladies, a community that connects women with the best jobs in technology, and companies with the best women tech makers. Allison is also a branding and marketing expert, who has worked for Google, Foursquare, and other tech firms. In 2017, Allison will be gearing up her product roadmap and event calendar for ever-evolving Tech Ladies Community. Ben’s Job Search Resource: Ben’s resource this week is the blog post, Top 8 Signs an Employer is Family Friendly. Ben consistently receives questions from parents about how to find out if a company is family friendly before they apply for a position. This article is loaded with tips, including look for a company with a high percentage of female executives and female employees. Jenna’s Find Your Dream Job Listener Question: Jenna, Ben, and Mac offer advice to Mindy Hoffman, who asks today’s Listener Question, “How to ask for a raise without seeming pushy, yet maintain your assertiveness?” The Mac’s List team recommends Ramit Sethi’s Ultimate Guide to Asking for a Raise and Negotiating Salary, the podcast episode with Jeff Weiss, 3 Steps to Take in Any Job Negotiation and the Josh Doody episode, How to Get Your Next Raise.If you would like the team to answer a job-related question, email it to If you would like the team to answer a job-related question, email it to jenna@macslist.org, or call her at 716-JOB-TALK. If we use your question on the air, you will receive either a copy of our new book, Land Your Dream Job Anywhere or a Mac’s List Coffee Mug, your choice. Or, if you’ve found a job resource you think everyone should know about, send it to ben@macslist.org, and tell him how it has helped you find your dream job. Ben and Jenna’s segments are sponsored by Land Your Dream Job Anywhere (to be published February 1, 2017). The book offers practical, actionable, and proven tools to help you get clear about your career goals, find hidden jobs, ace your next interview and more. Join the pre-publication list and get the first chapter of this useful resource free. If you like this show, please help us by rating and reviewing our podcast on iTunes. We appreciate your support!Opening and closing music for Find Your Dream Job provided by Freddy Trujillo, www.freddytrujillo.com. Tweetables: “Get the first chapter of the Mac’s List Land Your Dream Job Anywhere book free.” “You don’t have to code or be a programmer, to get a job in the tech field.” “‘Salary negotiation,’ and ‘wing it,’ are two phrases, which should never be linked together.”

Marcus Blankenship talks with Josh Doody about salary negotiation. Topics include a framework for thinking about salary negotiations, how you can know what you’re worth, the employers view of salary negotiation, and missed negotiation opportunities. Also discussed are common fears about negotiating and how to overcome them, common mistakes during negotiations, and how negotiation makes […]

Marcus Blankenship talks with Josh Doody about salary negotiation. Topics include a framework for thinking about salary negotiations, how you can know what you're worth, the employers view of salary negotiation, and missed negotiation opportunities. Also discussed are common fears about negotiating and how to overcome them, common mistakes during negotiations, and how negotiation makes your more desirable as an employee.

Dandan catches up with Josh Doody to discuss his Amazon bestseller: Fearless Salary Negotiation and some key suggestions around: - How do you answer the "how much are you making" or "how much are you aiming to make" questions? - As a past hiring manager, what do HIRING MANAGERS REALLY want? - What resume designs will attract you the most? - Personal branding strategies Connect with Josh at fearlesssalarynegotiation.com And of course, continue tuning into the Daily DANDAN for everything career management! Sign-up at dandanglobal.com for more exclusive tips and the write-up of this podcast!

Rails Remote Conference 1:25 Introducing Josh Doody Twitter Fearless Salary Negotiation by Josh Doody Take his (free!) crash course in getting promotions 2:50 - Making salary negotiations when you’re your own boss 4:22 - Asking an employer to “give where it hurts” 6:20- Minimum Acceptable Salary / B.A.T. N. A. 10:45 - Leaving a new job for a better offer 13:47 - Job happiness versus job salary 15:55 - Contracting The Freelancers’ Show 18:55 - Renegotiating and peace of mind 21:00 - Researching the company 28:00 - Answering salary-based interview questions 33:20- Negotiating for a job you really want 35:00 - Common fears to negotiating 10 reasons you should NOT negotiate your salary 42:10 - Countering an offer (in writing) 48:55 - Negotiating with benefits and vacation 51:50 - Scripting a conversation 55:05 - Bantering with an employer 1:03:00 - Salaries higher than market value 1:06:00 - Negotiating with no work experience Picks: Negotiating Your Salary: How To Make $1000 a Minute by Jack Chapman (Dave) Jack Chapman’s salary negotiation video series: (Dave) Part 1  Part 2  Part 3  Part 4   Part 5 Hunter x Hunter (Dave) Negotiate with Chad (Jessica) Pokemon Go (Jessica) Wood Badge (Charles) Boy Scouts of America (Charles) Tifie Scout Camp (Charles) Penn & Teller: Fool Us Madhi Gilbert (Josh) Seveneves by Neal Stephens (Josh) Mystery Show podcast, “Case #3 Belt Buckle” (Josh)  

Rails Remote Conference 1:25 Introducing Josh Doody Twitter Fearless Salary Negotiation by Josh Doody Take his (free!) crash course in getting promotions 2:50 - Making salary negotiations when you’re your own boss 4:22 - Asking an employer to “give where it hurts” 6:20- Minimum Acceptable Salary / B.A.T. N. A. 10:45 - Leaving a new job for a better offer 13:47 - Job happiness versus job salary 15:55 - Contracting The Freelancers’ Show 18:55 - Renegotiating and peace of mind 21:00 - Researching the company 28:00 - Answering salary-based interview questions 33:20- Negotiating for a job you really want 35:00 - Common fears to negotiating 10 reasons you should NOT negotiate your salary 42:10 - Countering an offer (in writing) 48:55 - Negotiating with benefits and vacation 51:50 - Scripting a conversation 55:05 - Bantering with an employer 1:03:00 - Salaries higher than market value 1:06:00 - Negotiating with no work experience Picks: Negotiating Your Salary: How To Make $1000 a Minute by Jack Chapman (Dave) Jack Chapman’s salary negotiation video series: (Dave) Part 1  Part 2  Part 3  Part 4   Part 5 Hunter x Hunter (Dave) Negotiate with Chad (Jessica) Pokemon Go (Jessica) Wood Badge (Charles) Boy Scouts of America (Charles) Tifie Scout Camp (Charles) Penn & Teller: Fool Us Madhi Gilbert (Josh) Seveneves by Neal Stephens (Josh) Mystery Show podcast, “Case #3 Belt Buckle” (Josh)  

Rails Remote Conference 1:25 Introducing Josh Doody Twitter Fearless Salary Negotiation by Josh Doody Take his (free!) crash course in getting promotions 2:50 - Making salary negotiations when you’re your own boss 4:22 - Asking an employer to “give where it hurts” 6:20- Minimum Acceptable Salary / B.A.T. N. A. 10:45 - Leaving a new job for a better offer 13:47 - Job happiness versus job salary 15:55 - Contracting The Freelancers’ Show 18:55 - Renegotiating and peace of mind 21:00 - Researching the company 28:00 - Answering salary-based interview questions 33:20- Negotiating for a job you really want 35:00 - Common fears to negotiating 10 reasons you should NOT negotiate your salary 42:10 - Countering an offer (in writing) 48:55 - Negotiating with benefits and vacation 51:50 - Scripting a conversation 55:05 - Bantering with an employer 1:03:00 - Salaries higher than market value 1:06:00 - Negotiating with no work experience Picks: Negotiating Your Salary: How To Make $1000 a Minute by Jack Chapman (Dave) Jack Chapman’s salary negotiation video series: (Dave) Part 1  Part 2  Part 3  Part 4   Part 5 Hunter x Hunter (Dave) Negotiate with Chad (Jessica) Pokemon Go (Jessica) Wood Badge (Charles) Boy Scouts of America (Charles) Tifie Scout Camp (Charles) Penn & Teller: Fool Us Madhi Gilbert (Josh) Seveneves by Neal Stephens (Josh) Mystery Show podcast, “Case #3 Belt Buckle” (Josh)  

Does your manager fail to notice your accomplishments at evaluation time? If so, it is because “managers are busy” says salary negotiation expert Josh Doody. In addition to managing people, managers are also responsible for running the business and making a profit. Many companies only consider giving employees raises during a focal or anniversary period which can be the most politically challenging time for an employee to ask for a raise. The best way to get a raise or to maximize your salary is to start by doing your homework. Employees should start building their case for a raise 30-60 days before a review and make the process as easy as possible for a manager. To build the best case when asking for a raise you should: One:  Have a target salary in mind which is based on your market value. Use online resources such as Payscale.com, Glassdoor.com or Salary.com. Two:  Put a case together with proof you deserve what you are asking for. Ask for a specific raise amount. Outline the quantitative accomplishments since your current salary was set. Show which activities you have performed and the result they have made to move the business forward. Prepare a list of accolades or social proof from others who have recognized your work. Three:  Show how you are improving the company and how your results align with the goals of the business. When building a case employees should not include reasons which do not carry a positive result for the business such as, buying a new house, kids in college, etc. Remember to make the process as easy on your manager as possible! Josh Doody Bio Josh Doody is an author, consultant, MBA, and engineer who writes about salary negotiation, career management, business, job interviews, and self-publishing.  He is the author of Fearless Salary Negotiation: A Step-by-Step Guide to Getting Paid What You’re Worth. His current focus is in reaching people directly through one-on-one coaching programs and his Free 7-day course on how to get promoted quickly. You can follow Josh on Twitter @JoshDoody. Ben’s Job Search Resources: Anyone can use Payscale.com to way to find out what jobs are worth based on job title, location, company and experience. Advantages to using the site are targeted salary research, such as, how your salary compares with others who have the same job title and nuanced information on how individual skills can affect your salary. It also includes a comprehensive compensation review so job perks can also be added to the equation. The site is user-data-driven so you may want to limit the amount of personal information you supply. Jenna’s Find Your Dream Job Listener Question: Ben, Jenna and Mac provide detailed, honest feedback Shannon Cleary’s situational question - “There is a philanthropic organization that I have applied to 2 jobs to over the last 10 months. I am about to apply for my third. After my last application, I had a phone interview. When I got the rejection email, I replied and asked for time to chat (with my interviewer) or suggestions for things to work on for my next application. I never heard back from her.  So my questions: Should I reach out directly to her and ask for coffee again OR just send in my application as directed by the job post?” If you would like the team to answer a job-related question, send it to jenna@macslist.org or call her at 716-JOB-TALK. Or if you found a job resource you think everyone should know about, send it to ben@macslist.org and tell him how it has helped you find your dream job. These segments are sponsored by Hack the Hidden Job Market Course, which starts November 1st. Visit the link above to lock in early bird pricing now. If you like this show, please help us by rating and reviewing our podcast on iTunes. We appreciate your support! Opening and closing music for Find Your Dream Job provided by Freddy Trujillo, www.freddytrujillo.com.

Josh Doody didn't negotiate his salary at his first few jobs, but quickly realized he had left a lot of money on the table. He began negotiating and doubled his salary in three years. He took everything he learned, began helping others. An author and consultant, he wrote Fearless Salary Negotiation, a number one bestseller on Amazon. Since then, he's helped many more people negotiate tens of thousands more dollars. “A lot of people are very intimidated by the negotiation process and can be scared of it. I'm trying to help you overcome that fear and actually negotiate.”

In episode 47 of the Graduate Job Podcast, I am joined by salary negotiation coach and bestselling author of the excellent Fearless Salary Negotiation, Josh Doody, as we discuss how to successfully negotiate your salary. In this half hour Josh shares some brilliant insights into how to increase your pay, whether you’re going for your first graduate job, or simply looking for a raise at your existing work place. We delve into why people can be scared to try to negotiate their salary, and why you need to understand your current market rate of pay before you do so. We examine how to answer the dreaded salary questions of ‘how much do you currently earn?’, and ‘how much are you looking for?’, and also explore why should always make a counteroffer to every salary that is proposed. No matter where you are on your job search, this is an episode which will put money in your pocket. As always, all links to everything we discuss and a full transcript are available in the show notes at www.graduatejobpodcast.com/salary.  Before we start a quick request from me, your feedback helps me to create the episodes you want to hear, so I’ve set up a super simple and very quick survey, as I want the show to best serve your needs. It’s got 5 questions and will take you a minute, so please check it out at http://www.graduatejobpodcast.com/survey/ . I look forward to hearing your thoughts. But in the meantime, let’s crack on with the show. MORE SPECIFICALLY IN THIS EPISODE YOU’LL LEARN ABOUT: How to get over your fear of negotiating your salary Why you should always negotiate your salary? The importance of understanding your current market rate of pay Why you should always make a counteroffer to every salary you are offered How to avoid the dreaded salary question of ‘how much do you currently earn?’ Why you should be thinking about the minimum salary that you would accept Brilliant answers to the question about your desired rate of pay

The Great Recruiter Podcast, Episode #39: In this episode, Scott Love shares insights on how to hire recruiters. Scott also interviews Josh Doody who is the author of the book Fearless Salary Negotiation for insights into how to negotiate salaries between clients and candidates. Links mentioned:   https://fearlesssalarynegotiation.com   www.greatrecruitertraining.com/freebies  

Episode 104 is live! This week, we talk with Josh Doody in Gainesville, FL. Josh is a salary negotiation coach, an author, and consultant. His book, "Fearless Salary Negotiation, is a step by step guide to getting paid what you're worth. His background includes a MBA from the University of Florida and bachelor's degrees in Electrical Engineering and Computer Engineering from the University of Florida. On today's episode, Josh shares his tips on how to negotiate, how to research your value, and the differences between negotiating at your current company compared to a new company. Listen and learn more! If you've enjoyed the program today, be sure to subscribe to the Copeland Coaching Podcast on iTunes to ensure you don't miss an episode. To learn more about Josh, visit his website at https://fearlesssalarynegotiation.com

Several years ago I wrote a blog post on salary negotiation for engineers. This probably created more value than anything else I’ve ever written — I have a folder in Gmail with thank-you messages from people, and my running total is something north of $2.3 million in added salary per...

Josh Doody was in a job he liked, doing work he enjoyed. But as he sized up the company and the prospects it offered, the 30-year upward trajectory, ending with a retirement party, didn’t spark his imagination. Instead, he just felt antsy. So, he took everything he’d learned, began helping others, and went out on his own. He wrote Fearless Salary Negotiation, a number one Best Seller on Amazon.com, and created online courses to help people learn how to negotiate like a pro and improve their own lives.

In this episode, I interview Josh Doody, a Computer & Electrical Engineer, MBA, author, and consultant, on the very popular topic of salary negotiation. Engineering Success quotes:   Here are the key points on negotiation: Before you can negotiate a salary, you need to get a job offer. When you are approaching an interview, it is important to […] The post TECC 115: Salary Negotiation for Engineers appeared first on Engineering Management Institute.

Today I’m interviewing Josh Doody and boy what a great interview. Josh has some excellent advice across a whole range of topics. In particular keep an ear out for his 2 step process to getting promoted. I really loved this interview with Josh. He had some great thoughts around gaining trust with your team, career advancement and creating your own competitive advantage. Josh is a former Electrical Engineer, Project Manager and Consultant in the Software Industry. He’s the author of the book “Mastering Business Email” and has recently released another book titled “Fearless Salary Negotiation”.   Topics covered in the show: Why he left the safety of a government job Empathy, the secret soft skill Managers need to facilitate the profitability of the business (keep your team happy) Going overboard with your team to improve communication flow Gaining trust with your team Stopping one-on-one's turning into status updates The 2 step process for getting promoted Looking for your competitive advantage when it comes to your career Josh's entrepreneurial journey and the two books he has written Logically doing things to set yourself up for a win Biggest joy comes from helping staff advance their career and personal goals Advice for new managers: Do the 2 step process for getting promoted Find a mentor and ask for input Immediately start building rapport with your team Links and resources mentioned in the show:  JoshDoody.com The Mastering Business Email Book The Fearless Salary Negotiation Book and Video The Two Step Process for Getting Promoted  Subscribe to MSP!   The post MSP 006 : Career Advancement Hacking with Josh Doody appeared first on Managing Smartly.

Josh Doody didn't negotiate his salary at his first few jobs, but soon began to realize he was leaving money on the table. Once He began negotiating and doubled his salary in three years. With the experience and confidence he gained from doubling his own salary, he began helping others increase their salaries as well. He took everything he learned from my own experience and helping others to write Fearless Salary Negotiation, a #1 Best Seller on Amazon. Since he published the book at the end of 2015, he has helped many more people earn tens of thousands more dollars. A special offer for CareerCloud Radio listeners: http://fearlesssalarynegotiation.com/careercloud

Josh Doody didn't negotiate his salary at his first few jobs, but soon began to realize he was leaving money on the table. Once He began negotiating and doubled his salary in three years. With the experience and confidence he gained from doubling his own salary, he began helping others increase their salaries as well. He took everything he learned from my own experience and helping others to write Fearless Salary Negotiation, a #1 Best Seller on Amazon. Since he published the book at the end of 2015, he has helped many more people earn tens of thousands more dollars. A special offer for CareerCloud Radio listeners: http://fearlesssalarynegotiation.com/careercloud

In this episode, Fearless Salary Negotiation author Josh Doody tells us how he’s treating his book launch like a startup, his plan for finding revenue streams as a self-published author, and more! Bootstrapped Product Talking Points How project management skills enable writing & launching a book Why you need to choose the right marketing channel Read More The post Episode 35: The Startup-Style Book Launch w/Josh Doody appeared first on Chasing Product.

In this episode, Fearless Salary Negotiation author Josh Doody tells us how he’s treating his book launch like a startup, his plan for finding revenue streams as a self-published author, and more! Bootstrapped Product Talking Points How project management skills enable writing & launching a book Why you need to choose the right marketing channel Read More The post Episode 35: The Startup-Style Book Launch w/Josh Doody appeared first on Chasing Product.