I think such negotiation tips are great because they helps engineers, many of whom are not the best negotiators, get the fair market value they deserve. This is a real concern when recruiters are involved, or its a big company, or even a large startup (e.g. 50+ people).
However, as a technical founder for a smaller team, its not really in my interest to mis-align employee incentives, especially engineers.
The people we hire are at the top of their game. If they're are not treated fairly, they will eventually find out, and someone will feel bad or be de-motivated or eventually leave. Every instance of lack of transparency or apparent "unfairness" will breed resentment and impact the net productivity of a team that's trying to run at its 110%. Even if/when we do get things wrong occasionally, quarterly/annual reviews are a great way to correct for decisions made with limited initial data.
Tl;Dr : Founders don't get rich by cutting corners on someone's salary/benefits.
I think such negotiation tips are great because they helps engineers, many of whom are not the best negotiators, get the fair market value they deserve. This is a real concern when recruiters are involved, or its a big company, or even a large startup (e.g. 50+ people).
However, as a technical founder for a smaller team, its not really in my interest to mis-align employee incentives, especially engineers.
The people we hire are at the top of their game. If they're are not treated fairly, they will eventually find out, and someone will feel bad or be de-motivated or eventually leave. Every instance of lack of transparency or apparent "unfairness" will breed resentment and impact the net productivity of a team that's trying to run at its 110%. Even if/when we do get things wrong occasionally, quarterly/annual reviews are a great way to correct for decisions made with limited initial data.
Tl;Dr : Founders don't get rich by cutting corners on someone's salary/benefits.