Instead they will be offered the same role with a 20-50% pay cut due to market conditions, and it will be 100% in person instead of fully remote or hybrid as it was just five years ago.
I get it, and that’s why they would just hire the next guy on the street who would gladly take the money for the same job because they have been mostly unemployed for XX months/years.
Hundreds of thousands of layoffs and more and more declining QOL, benefits and pay. Just how it is today unless you are in one of the trending AI jobs - which will dry up and pay a fraction of what they used to before too long.
A while back I worked for a company that liked to pull the “lets lay people off right before earnings reports to make the stockholders happy” and then call them back after the shareholders meetings…
They found, after a few cycles of this, that when they did that, the top 30% of employees laid off would have already found other jobs by the time they were recalled… They also found that a few cycles of culling the top 30% means after a while your entire workforce is largely worthless, add to the fact that now you have to hire new people and train them…it ended up costing more money than it made them… (but they didn’t care, because the share value boost was all they wanted, so they could personally sell high after the bump and enrich themselves…
I work for a company now that values and celebrates employees with long tenures… They see it as a sign of health in the company (which it is) and celebrate the number of 10+ year veterans employed by them…
I had this while back…I was working for company doing DR/Replication scripting…I was about 2/3 way through the job and they decided that “they could finish the job themselves” and graciously released me from my contract…
They called me back about 2 weeks later, at which point I quoted them 400% of my original rate, payable in advance, to finish the work. ;-) They were fucking LIVID…
Of course, they didn’t re-book me, but the rumor mill told me that they brought it in about a year behind schedule and at about 2x the budget they had allocated…
Helpful hint - do documentation LAST. If they fire you before it’s done, they get SQUAT. I didn’t even have passwords written down for them.
Generally consultants on short-medium length contracts cost 3-5x hourly rate of FTEs, for long-term contracts it’s usually around 2x, at least in the industries I’ve worked in. You’d be low balling yourself by only asking for a 50% increase for contract work.
If a company lays someone off in favor of AI, employees should ask for at LEAST a 20% bump to come back… make it fucking painful for them.
Also, restore my original hire date to keep seniority/extra vacation/pension/etc.
Instead they will be offered the same role with a 20-50% pay cut due to market conditions, and it will be 100% in person instead of fully remote or hybrid as it was just five years ago.
If I were offered that deal I’d politely tell them to go fuck themselves with a cactus.
I haven’t had to report to an office for more than a pizza party since 2011, I have no intention of starting now.
I get it, and that’s why they would just hire the next guy on the street who would gladly take the money for the same job because they have been mostly unemployed for XX months/years.
Hundreds of thousands of layoffs and more and more declining QOL, benefits and pay. Just how it is today unless you are in one of the trending AI jobs - which will dry up and pay a fraction of what they used to before too long.
A while back I worked for a company that liked to pull the “lets lay people off right before earnings reports to make the stockholders happy” and then call them back after the shareholders meetings…
They found, after a few cycles of this, that when they did that, the top 30% of employees laid off would have already found other jobs by the time they were recalled… They also found that a few cycles of culling the top 30% means after a while your entire workforce is largely worthless, add to the fact that now you have to hire new people and train them…it ended up costing more money than it made them… (but they didn’t care, because the share value boost was all they wanted, so they could personally sell high after the bump and enrich themselves…
I work for a company now that values and celebrates employees with long tenures… They see it as a sign of health in the company (which it is) and celebrate the number of 10+ year veterans employed by them…
I got lucky finding this place. :)
20 is nothing for that. I’d ask for 50, especially if it was going from former FTE to contract.
Oh I wouldn’t even entertain a contract position…
I had this while back…I was working for company doing DR/Replication scripting…I was about 2/3 way through the job and they decided that “they could finish the job themselves” and graciously released me from my contract…
They called me back about 2 weeks later, at which point I quoted them 400% of my original rate, payable in advance, to finish the work. ;-) They were fucking LIVID…
Of course, they didn’t re-book me, but the rumor mill told me that they brought it in about a year behind schedule and at about 2x the budget they had allocated…
Helpful hint - do documentation LAST. If they fire you before it’s done, they get SQUAT. I didn’t even have passwords written down for them.
Generally consultants on short-medium length contracts cost 3-5x hourly rate of FTEs, for long-term contracts it’s usually around 2x, at least in the industries I’ve worked in. You’d be low balling yourself by only asking for a 50% increase for contract work.