dsolomon

Who?

Slow down or you'll burn up on reentry. Start with Amway.

I won't hesitate to call someone out on BS salary/compensation "data".

Citing Payscale? That's somewhere between desperate and useless.

Fred who and AVwhat?

The posters sent that site's credibility down the drain years ago. Good riddance.

I was referring to credibility not traffic.

Indeed.com was pretty much trash anyway. Maybe they can sell it as a write-off

Pass - the partnership with Nissan is the turn off.

It's fonts and a pageful of bitter people who cannot figure them out.

It's about time the tech sector got respect again.

This place really needs a downvote feature to quickly call BS on the ficticious salary information that occasionally pops up.

It's for adults- perhaps a paper route is more your speed.

Same as they would for any other company.

So what's the link to the needle in the haystack?

Citation needed.

I have a low tolerance for BS.

Go away troll.

This is what happens when you keep HR out of the hiring process.

Got 2 paragraphs in - realized author lives in fantasyland.

Spam.

Provide clear requirements - No Provide realistic schedule - No. Provide decent pay - No.

"Make sure you like the designer’s style so much that you would trust them to create a design for you without any input."

Right, just make sure they be stylin' yo!

What a load of crap.

If companies paid that much then unemployment would be next to nil.

Walking out isn't rude. It's a reality check for the HR and management that something isn't kosher.

I've walked out of interviews after finding the usual bait-n-switch techniques regarding position description, expectations, travel requirements, compensation, work conditions, .. just to name a few.

Do I expect HR/management to get a clue - not really, it's not my job to further their problem solving ability.

Yes. We have some on sight, for a government agency, as part of a government contract, for which we are the prime.

Additionally, we've taken people from help desk, put them on the server team, then placed them doing host based security and paid them upper 40's (before taxes).

Clearance level is TS.

The raid was written by Michael Bay.

Sadly I am serious. It helps to explain our 150%+ turnover rate at 34 months into a 60 month contract, but high turnover is good for profits.

5% raise - who's giving that much?

Corporate norms are 1.5% to 2.5% for the talented.

Because it is easy and you're just being dense.

10+ years of working in the DC area supporting the Columbia customer, McLean customer and the Quantico customer for a variety of companies and still no one paying close to the rates you're claiming. It obvious you can't distinguish between the billing rate and a salary rate.

Benefits: Trying being assigned a practitioner closest to the work location so you'll miss as little work as possible; or benefits that are project dependent (some projects support a 401k, some don't)

High salary: 30K starting with sr devs going for around 60K to 70K

Flexible hours: 730 to 430 M-F, with Wednesday onsite support needed from 6pm to 10pm (you are allowed up show up no later than 9AM on Thursday)