职业与工作方法kalzumeus.com编辑精选
薪资谈判：赚更多钱，变得更有价值
Salary Negotiation: Make More Money, Be More Valued
2012 — 2020，它一次次回到首页
黑点是上首页（≥ 50 分）的那次投稿，空心点是没冲上去的投稿，点越大分数越高。
导读
Patrick McKenzie（patio11）2012 年的谈薪经典长文：工程师因为不敢、也不擅长谈判，长期系统性拿着低于应得的薪水。文章拆解了招聘方的运作逻辑——比如负责把你尽量便宜签下的招聘人员 Bob——并给出可操作的策略：多拿 offer 制造筹码、不轻易透露前薪、把谈判当作可以练习的技能。评论区对「要不要先出价」等具体战术争论激烈。
为什么经久不衰：它把谈薪从难以启齿的人情问题还原成信息与筹码的博弈，十多年后仍是工程师求职谈判最好的入门读物之一。
HN 评论精选
反驳「不要先出价」：应主动报出高而合理的数字，自信地锚定谈判。
和评论区很多人一样，我不认同「不要先报数字」的策略。在报价上扭扭捏捏是很新手的做法，老练的谈判者会抓住这一点，把谈判锚定在很低的水平。你要提前想好自己的数字，然后像说一件天经地义的事一样抛出来。首次报价应该高但不离谱（除非你根本不想要这份工作，那可以报个天价试试，有时对方居然会答应）。这个数字可以是你当前薪水的 2 倍，或你估计对方能给的 2 倍——关键是它要高，而且你要自信地说出来，表现得理所当然。从你的高位往下谈，远好过从对方的低位往上谈。
bhousel查看英文原文
Like many others in the comments, I disagree with the whole "Don't be the first to state a number" strategy. Being weaselly about your number is a very noob thing to do in a negotiation. A skilled negotiator will seize on this and anchor the negotiations in at a very low rate. You need to know your number ahead of time, and drop it on them like it's the most natural thing in the world. Your initial offer should be high but not ridiculous. (Unless you really are that busy with work and you don't want the job anyway, then give them a ridiculous number, and see what they say. Sometimes they'll say yes anyway). The number could be 2x whatever you make currently, or 2x whatever you think they will pay, but the important thing is that it's high, and you say it with confidence and act like it's reasonable. It's far better to work your way down from (your) high number, than up from (their) low number.
招聘经理现身说法：压价不涉及他的个人利益，你多要钱他毫不在意，且 offer 阶段比入职后更容易加薪。
（引原文 Bob 一段：Bob 的工作是尽可能便宜地把你签下来，但他没什么动力这么做，因为花的不是 Bob 的钱，而是 Bob 的预算；你多要 5k 能买台新 MacBook，Bob 压下 5k 顶多换一顿饭。）这话我多年来一直跟人讲，很高兴看到别人也这么说。作为招聘经理，你的薪水又不是从我口袋里掏，你想多要 1 万美元我毫不在意。我的任务是填满 headcount，只要在预算内就行。多要钱的人在我眼里不会减分，通常到对方入职时我就忘了。「公司」也不会生气——公司是没有人类情感的抽象法律实体，别把它拟人化。至少在我司（据我所知大多数公司也一样），谈 offer 时争取加薪，远比入职后要求涨薪或晋升容易。
quicklime查看英文原文
> We’ve been talking about your employer as an abstraction, but in the instant case you’re talking to an actual person. Let’s call him Bob. It is Bob’s job to get you signed with the company as cheaply as possible, but Bob is not super motivated to do so, because Bob is not spending Bob’s money to hire you. Bob is spending Bob’s budget. Bob generally does not get large performance incentives for shaving money off of his hiring budget: you get a new Macbook if you convince Bob to give you $5k extra, but Bob gets (if he is anomalously lucky) a dinner at TGIFridays if he convinces you to take $5k less. I've been saying this to people for years, and I'm glad to hear someone else say it. As a hiring manager, I'm not paying your salary out of my own pocket, so I don't give a shit if you want (and get) an extra $10k. My job is to fill the headcount that I've got, so as long as it fits within budget, whatever. I don't think anything less, or more, of people who ask for extra - I usually forget by the time the person starts the job. It's not my money. I don't care. And neither does "the company" - a corporation is an abstract legal entity that is incapable of human emotions. It's not going to get mad at you because it thinks you're greedy. Don't anthropomorphize it. At least at my company (and from what I understand, most companies) it's a lot easier to get a pay bump when you're negotiating the offer, than it is to get a raise/promotion. When you're getting a job offer, you're a one-off special case and there are a lot of unknowns. When it's performance review season, everyone is potentially getting a salary increase, so there are tighter budgets to stick to. My advice is to get what you can up front, and worry a bit less during the annual cycle.
亲身经历：手握竞争 offer 时，所谓「不可谈判」的报价也能在竞价中涨 50%。
几年前发生的一件事让我很吃惊：我申请了两家大厂，都拿到 offer。先发 offer 的那家招聘官说基本不可谈判，「只有一点点余地，别期望太多，这已经是极好的 offer 了」——比我当时薪水高，但高得不多。然后 B 公司给出了明显更高的报价，RSU 翻倍，base 也更高。结果那个「不可谈判」的 offer 非常可谈判，A 公司很快加价超过 B，随后两家开始来回竞价，几周后以两份几乎相同的 offer 收场，比最初的 total comp 高出 50%。
TA1337查看英文原文
One thing that happened to me a few years ago that pretty surprised me, went something like this: I applied to 2 FAANGs, got offers from both. The recruiter from the first company to give me an offer, told me it is pretty much non negotiable, "we have a little wiggle room but don't expect much, it's an amazing offer". It was higher than my then salary, but not by a huge margin. Then company B got back to me with a significantly higher offer both in terms of RSUs (x2) and base salary. Well, turned out the non negotiable offer was very negotiable after all, and company A quickly upped their offer above company B's. At this stage it just became a back and forth bidding war, that ended after a couple of weeks with two almost identical offers, 50% higher than the initial TC.
谈判技巧的前提是筹码：多面试、多拿 offer，永远让自己有别的选择。
说实话，我对谈薪最好的建议是：大量去面试，永远不要觉得错过这份工作就找不到更好的。技巧固然重要，但如果你在谈判中没有任何根本筹码（选择权和杠杆），那就是在打一场逆风仗。就目前而言，patio11 的建议似乎更适用于选择很少的人；我认为 HN 上大多数人都有多个选择，哪怕他们羞于去激活这些选项（投简历、去面试）。
badclient查看英文原文
Honestly, my top advice for negotiating better: interview lots and never feel like if you don't take this job, you won't get a better one. The techniques are important. But if you don't have a solid foundation in any negotiation(options and leverage), you're fighting an uphill battle. As it stands, patio11's advice seems to be more applicable to people who have very few job options. I'd argue most people on HN would have multiple options, even if they are shy about activating them(by applying/interviewing).
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