Just another reason not to work at Honeywell. A recruiter posted that she low-balled a candidate. https://www.linkedin.com/news/story/viral-post-sparks-fair-pay-debate-5228412/
18 replies (most recent on top)
The main issue is hiring managers that don’t value employees and that message tells the recruiter how to behave
The sad thing about this is that I wasn’t surprised when I saw Honeywell was the employer.
Great job of wasting all the effort of hiring and training once the person finds out the shellacking they’re getting.
Maybe this is intentional. It is Honeywell after all. Just get a bunch of cheap labor and rely on eventually having enough that stay around.
I wonder how it works in marketing
But in engineering between a sr principal, fellow, sr fellow, directors or sr directors there are huge differences with the power to get things done… same as $
Thé bands are large enough to accommodate. Your title puts limits on what the band can give you.
So let’s say for the sake of the argument that the max for a band is 100k. Your title may limit you to 60 max while another title to 75 and so on.
@2yci+1f4fuvJQ,
This is certainly true. Sometimes you are in a band position that is good but without any power to do much due to rank. Extremely difficult to correct afterwards.
The only exception are superior single contributors like fellows that are equivalent to directors, sr directors or even VP in some cases.
Otherwise don’t go into single contributor when you are usualy managing large teams…
@1orj+1f4fuvJQ, The problem is if you ask too much, some companies will think it is a waste of time to interview you.
Lately HON is lowballing band 3 and band 4 but not only on $.
Positions that should be senior are reliâtes as average. So a band 4 sr director may become a director and a director may become a manager and so on. A band 4 individual contributor no matter the money (or paid like a sr director) can be under supervisor… so imagine your sucess… band is not just the only focus, position title and rank matters as much as the money
It's possible HW recruiters can't reveal ranges like outside recruiters can. I requested 170k and that's exactly what I got. Makes me feel I should have asked for more because there was no pushback. I did check a few sites, including Glassdoor. And asked for more than I saw online. So the ranges are quite huge. My suggestion is, have a number in mind, research online, add about 25% to that number, then maybe throw about 10-20k based on their reaction. What's the worst that could happen? Say it's too high? Then you know you hit the max limit and ask for the max. Bingo.
Hilarious. I hope all future candidates immediately ask for 50k more than the initial HW starting offer. The sad part is that she doubled down on her original tweet by offering further horrible justifications, which makes it clear that she doesn’t even understand the basic concept of fairness. I would be surprised if she survives this lapse of judgement.
Posting that on social media was despicable. She should be immediaely terminated simply for discussing work .. i bet she used honeywell resources to do it.
Oh wait... she is a protected diversity candidate... promote her! Applaud her courage!
We just high balled a recruit by 19% more than asking.
Like soon in New York they should give brackets and then everyone can negotiate. Not saying is like trying to sc--w people … then blame them because they didn’t know… then if we use the same principle for women… then that would explain why the unfair discrepancy. Enough of that BS
Because the organization only cares about monetary gains now versus any action towards long term growth or sustainability.
This kind of approach is madness considering the amount of time and effort it takes to onboard knowledge-type workers and get them up to speed with all the procedures, tools, systems, policies etc.
This is why the company loves to engage in contractual agreements upon hiring so that leaving is financially devastating to you and your family (hint: relocation packages, H-1B visas etc).
Did you suddenly realize that you are immensely underpaid and overworked? Thats too bad... Welcome to the family that makes sure you ain't ever gonna leave...
You're using common sense and you're exactly right. Honeywell's management is too stupid with greed. They're too busy spending billions in stock buybacks to artificially inflate the price... and DA's bloated paycheck to see that the company is losing talent at a break-neck pace. DA and his clowns don't care. They just view it as a way to accelerate their plans to ship the whole thing to a third world pesthole for greater profits and more $500 bottles of wine.
I did the @qnr post. The Honeywell HR person made a Twitter post bragging about this topic that went viral on the internet. The person's name on that Twitter post is there for everyone to see for eternity.
A very, very bad career move and the bad public relations to Honeywell has likely ended that person's job at this company and any further HR and possibly even employment at many other companies.
I am not sure if it is wise on Honeywell's part. That person will eventually find out his/her market value and most likely end up leaving if kept underpaid. Why not just pay your employees fair market values?
Are there metrics for how much money the recruiters save that they have incentives to do this?
Yea I've seen this topic on another website.
In all fairness, the HR person asked the person being interviewed their requested salary. The person stated 75k-85k. HR was willing to pay up to 130k.
The job candidate low balled their self and at the end of the day that person is getting the exact salary they wanted. It may be wise for folks to know what their job skillset is worth on the open market. It's not that difficult to figure out on the internet.