Hi Realists! 👋

Welcome to Cup of Ambition, Volume 6!

In this edition, you’ll get the scoop on:

‼️‼️ 9-to-5 Dilemma: What Does This Job ACTUALLY Pay?

🥱  3 Work Life Habits That Are Wasting Your Time.

❤️‍🔥 First Generation (Insert Titles) Stand Proud.

❓ What Matters Most To You Right Now in Your Work Life?

🌞 Summer Vibes.

9-to-5 Dilemma

“I see a lot of job postings that have the salary range posted and have noticed that some of the postings sound like roles that would be an advancement for me, like Sr. Director, VP, etc. but the pay range is $20-30K less than I currently make. They don't all seem to be smaller companies or companies whose profiles would lead you to expect a lower salary if that makes sense.

How accurate are these pay ranges? I don't want to waste my time, or the recruiter's, if the role definitely won't meet my expectations but I don't want to miss out either. I just feel like trying to negotiate a gap that big just wouldn't happen. Do companies even post real pay ranges?”

-Bet Your Bottom Dollar + Don’t Waste My Time.

_____________________________________________________

Dear Don’t Waste My Time,

From what I've seen, they're not always accurate, but they do give you some information you that may be able to use to determine if applying is worth your time.

Keep in mind, compensation practices and systems vary, but most companies pull generic pay ranges automatically into the posting based on role’s job band in their HRIS (Human Resource Information System, like WorkDay or similar), but the job band may not reflect the range for that specific role within the band.

Example: Let's say Director of Talent Management falls within Band 7 in a company. Let’s also assume this role is in demand because there aren’t a lot of people with this skillset in the market (or it requires a specialized/unique skillset), then the company will most likely pay a market premium. The posting will probably just show pay band 7 data, without specific modifiers based on the role or market.

I've had several clients apply, get an interview, and when they tell them their salary range that exceeds the posted range the recruiter just says "No problem, we have room to get there."

In my opinion, there's too much of a disconnect between Talent Acquisition, Compensation, and hiring managers and that drives gaps in posting accuracy. Budgets are often owned by managers, compensation sets pay philosophy, and Talent Acquisition posts and screens based on budget and compensation practices.

So, how do you make sense of any of it?!

Let’s take this posting language as an example:

In recognition of certain U.S. state and municipal pay transparency laws, Company X is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $70,720 - $126,880 per year for the role of Program Coordinator, Health Systems Unit - Global Pediatric Medicine.

So, what does that even mean?

1) Pay Transparency Laws Are Complicated.

Because pay transparency laws are still largely varied and each state and locality has it’s own standards, companies have generally taken a risk adverse approach here and will comply with the broadest standards to meet minimum requirements.

2) Companies Can Essentially Pay Whatever They Want.

Companies still have complete control over compensation decisions. There’s no pay requirements for roles, outside of minimum wage and other Fair Labor Standards Act requirements. One company can pay $150k for a Program Coordinator and another can pay $75k.

3) Compensation Practices Generally Discourage Paying the MOST.

Compensation philosophy generally discourages paying people at the top of a range because they fear compression issues. Pay compression occurs when someone is in the top of a salary band and are in jeopardy of being paid more than the band, particularly if they get a merit or performance adjustment. This bumps up against the next level, but the job requirements have leveled this role at a certain level for a reason.

(Maybe I should tackle job leveling in another post!)

4) Compensation Ranges Are Broad.

Most reasonable companies define a compensation range somewhere close to 80-120% of a market midpoint. When the job is benchmarked, there’s a midpoint that’s the salary level that represents the market value of the job. Basically, based on compensation data and studies, the midpoint indicates what someone should “reasonably” be paid for that role in the market.

5) The Midpoint is Your Friend.

Using the Company X description above, the midpoint is most likely $98,800. That tells us that the company is probably paying people in this role, or has a budget for this role, somewhere closer to that mark.

In general, I’d calculate midpoints and use that to build your range for the job. Also check out this video I shared a while back for more details on finding good compensation data to support your research.

I'd use a general rule of thumb that if you're within 10-15% of the posted range, apply. If you're way off from the midpoint, it may not be worth your time.

3 Work Life Habits That Are Wasting Your Time.

Your time is important and valuable. Time spent on one activity often comes at the expense of other activities and unknowingly waste precious time on tasks and mindsets that don't serve us.

Here are three major time-wasters you should avoid in your work life:

1. Over-researching Companies at the Expense of Showcasing Your Achievements.

It's common advice to research a company before applying or going for an interview. Understanding their mission, culture, and values can certainly give you an edge. However, a lot of people fall into the trap of spending too much time on this and not enough on what truly matters: focusing on your own wins, impact, and achievement story.

Think about it: Employers want to know how you can add value to their organization. While it's important to know something about the company, it's even more crucial to clearly articulate how your past experiences and successes make you the perfect fit for the role. Instead of getting lost in pages of company reports, spend that time preparing concise, impactful stories that highlight your achievements.

If you’re spending hours, days, or weeks researching a company— you may be wasting your time. When was the last time an interviewer asked you when the company was founded?

2. Giving All the Credit to Others and None to Yourself.

Teamwork is essential in any job, but there's a fine line between being a team player and underselling yourself. A common pitfall is giving all the credit to others and none to yourself. While it's important to acknowledge your team's efforts, you also need to own your contributions.

When you downplay your role, you risk potential employers or managers overlooking your true value. Practice speaking about your individual contributions confidently. Use "I" statements to describe your specific actions and results. For example, instead of saying, "We increased sales by 20%," say, "I led the marketing campaign that increased sales by 20%." This doesn't diminish your team's efforts but ensures your part in the success is recognized.

3. Trying to Outperform Criticism.

Criticism can be a tough pill to swallow, and the natural response for many is to try to outperform it. This often leads to overworking and focusing on proving others wrong, which can be a significant time and energy drain.

Before you freak out, does the feedback come from someone you trust and respect? Assess whether the feedback is valid and if it is, make the necessary adjustments without letting it dominate your focus. Remember, perfection is an unattainable goal. Aim for progress and continuous improvement, and prioritize tasks that align with your goals rather than those driven by the need to prove yourself to others.

If you still don’t believe me, think about Simone Biles. It’s a literal fact— she is the greatest gymnast of all time. She is so good they had to start naming things after her because she is the only one who can perform them.

And you know what? There were people sitting on the sidelines saying things like:

“She’s a quitter.”

“Her hair is messy.”

“She’s overhyped.”

Influencers, writers, and publishers actually said these things. Publicly.

Whether it’s rooted in bias, racism, sexism, favoritism, envy, jealousy, maliciousness, or they just can’t help themselves….

You can never and will never outperform criticism, so don’t waste your time trying. Shine anyways.

First Generation (Insert Title)?

There can be a lot of responsibility that comes with being the first generation in your family. The first to graduate, the first to land a corporate job, the first to make six-figures, the first to be a C-Suite leader…

Check out my recent blog on what that looks like for me in my story 💗

What Matters Most To You Right Now?

What matters most to you at work may have shifted recently. With the chaos, uncertainty, challenge, and overall stress we’re facing, the top priority for most professionals has shifted to job security. Not surprising. We’re all craving some precedented times.

According to a recent Boston Consulting Group study, Job Security, Good Work Life Balance and Financial Compensation were the top priorities for professionals.

Many researchers believe engagement at work is driven by the level of meaningfulness we find in our work. Quite honestly, work seems to be the last place we’ll find our purpose these days. Most of us are happy to find a stable job that gives us the flexibility we need while compensating us for our time.

Summer Priorities 🌞

I am Olympics obsessed. If you come to my house, the Olympics are probably on the tv. When something only comes around every 4 years, you go all in and soak it up while you can.

So, if something mundane or crazy were an Olympic sport, what would you be a gold medalist in?

Me?

If writing powerful, persuasive career stories and inspiring other people to find their own greatness were an Olympic sport, I’d be the Simone Biles on the platform 💅🥇

Dollyism.

Don’t Be a Stranger!

Like my content? Think more people need to hear what I say?

3 Ways to Grow Our Networks:

1) Connect with me on LinkedIn!

2) Like, share, and engage with my content.

3) Refer anyone who tells you they hate their job to me! Refer a new client, spin the prize wheel, and we both win!

If you don’t want Cup of Ambition in your inbox, no worries (just break my heart): unsubscribe using the link below.