2 Rules About Working for Start-Ups

On July 20, 2015

In the July 21, 2015 Ask The Headhunter Newsletter, a reader is in a pickle — er, start-up — without a salary, and without protection on the upside or the downside.

Question

Your advice in the newsletters is brilliant. However, I haven’t seen you say much about start-ups. I’m in my 50s and enjoy the chaos of a new company. I have been doing it for nine months, and I love it. I am not getting paid, or receiving any benefits. The company has been getting exposure, and a few small projects, but no investment backing. That means no money. The CEO continues to tell the development team, the editors, and writers that “we are so close.”

bait-and-switchShe also mentioned they are moving to Silicon Valley, but will be using distributed-teams software to push more projects out.

The problem is that my budget and time are expanding. I am worried that my “job” will be lost by their move. I have only a handful of e-mails outlining the stock certificates, with promises of full-time employment when investors come through. However, I have nothing legal or tangible to suggest they are serious.

I’m ready to quit, but need some guidance. How do I approach her about my concerns without questioning her integrity? Should I suggest several options that have some legal teeth that protect me? So far I have all the risk while she continues to pump out projects. Thanks!

Nick’s Reply

There are two good reasons to work at a start-up:

Why work for a start-up?

One, you’re an owner with ironclad shares that cannot be diluted without your approval. If the company takes off, you’ll get your reward. If it doesn’t, you at least had a deal that protected your upside.

Two, you’re an employee being paid a fair (if not good) salary, and you’re expected to work hard over and above anything resembling “reasonable” — because you have some shares and stock options as a reward if the business takes off. Your salary protects your downside.

If you’re working at a start-up under other circumstances, I’m sorry to tell you that you’re probably a chump — unless you’re independently wealthy and love that kind of work.

I’ve got two rules for working at start-up companies.

Rule #1: Don’t get screwed

star-wars

I love start-ups. Been there, done that, had great experiences… except the time I got screwed because I had nothing in writing. When the founder decided to bring in other investors, my 250,000 shares were instantly diluted down to virtually nothing. (See Start-Up Stock: What’s it “sort of” worth?) The first rule when joining a start-up is don’t get screwed. Invest in legal and accounting advice to protect your up- and downside.

Let’s discuss how to handle your boss. You’re being naively nervous about offending a founder that you’re giving free work to. It’s time to make it legal.

I’d sit her down without any apologies and without hesitation in your voice.

How to Say It
“I’m excited about what we’re doing and I love the work. However, this is a business proposition — I’m working for free for equity and the promise of a full-time job. I think it’s time we put this in writing for our mutual protection.”

If she indicates any problem with that, then I think you’re being taken for a ride, and that you’ll be summarily dumped by the side of the road. She should be apologizing to you and extending every courtesy — you’ve been working for free with no written assurance of any reward!

You might want to talk with other “employees” to see how they feel — and to find out whether they have contracts. You all need them. You may want to speak with her as a group. But in my opinion this has already gone too far. You’d be pretty upset if she took advantage of all of you at this point — so don’t fret about having this discussion.

Rule #2: Don’t get screwed

Before you do that, I’d talk with an attorney. (See Employment Contracts: Everyone needs promise protection.) Equity deals and contracts with start-ups are complicated and fraught with risk. If it’s not worth the legal fee, then how can the promise of this job be worth anything? Please take this seriously.

The other issue is that if and when investors come in, your boss will have very little to say about your equity share. Investors don’t like seeing their shares diluted. You could wind up with very little, if anything, if you don’t have a solid contract now — and the right kind of shares.

I don’t mean to scare you, but I’ve seen this again and again. Even a well-intentioned founder can wind up hurting the team that poured its blood and sweat into the business. Working with no contract is totally imprudent and un-businesslike. I’d get to it asap. Did I caution you not to get screwed?

Don’t forget about IP (Intellectual Property) rights. Have you signed an NDA or NCA? Have you signed over any IP rights to anything you’ve developed? Your boss could be screwed, too, without these. It’s another reason you need a good employment lawyer.

Get compensated

My philosophy is, get value for value. Your work is valuable. Ask for salary, and ask for equity. I don’t think suggesting “several options that have some legal teeth” will help you unless you talk to a lawyer first. This is easy: Just tell her it’s time for a written, signed agreement — and stock certificates. Something tells me that’s when she’ll tell you you’re not part of the move — though I hope I’m wrong.

Before you quit, give your boss a chance to protect your investment in this business by compensating you fairly for the risk you’re taking. Get compensated. That’s not a rule; that’s good business. Do your best to prepare yourself in advance. These Ask The Headhunter PDF books will help you with your “boss”:

Fearless Job Hunting, Book 6: The Interview – Be The Profitable Hire. This works even when discussing salary with your current employer!

Fearless Job Hunting, Book 7: Win The Salary Games (long before you negotiate an offer), especially “The Pool-Man Strategy: How to ask for more money,” pp. 13-15. Sometimes it helps to ask casually!

Fearless Job Hunting, Book 8: Play Hardball With Employers, especially “Due Diligence: Don’t take a job without it,” pp. 23-25. This is a must when considering a job at a start-up, though this section applies to established companies, too.

Fearless Job Hunting, Book 9: Be The Master of Job Offers, especially “Non-Compete: Did I really agree to that?”, pp. 5-7.

There’s a lot more to start-ups, of course. (See Ben Slick’s excellent article, Evaluate a Start-Up Job Opportunity Like a Venture Capitalist.) If something I’ve said is helpful, I’m glad. I’d love to know what you decide to do and what comes of this. Thanks for your kind words about Ask The Headhunter!

For those considering the excitement of working at a start-up, if it’s what you really want to do, don’t be dissuaded by risk. As this reader points out, it can be an exciting experience. Just follow my two simple rules, and make sure you protect yourself on both the upside and the downside. I hope you get rich, but don’t end up losing your shirt.

(If you’re thinking about making the leap to starting your own start-up, learn more about Trading Your Job For Venture Funding.)

Have you ever worked for a start-up? How did it turn out? Did you protect yourself? (Did you get rich?) How would you advise this reader?

: :

Back to Top

How to deal with a micro-manager

On May 4, 2015

In the May 5, 2015 Ask The Headhunter Newsletter, a happy employee becomes unhappy when the new boss gets overbearing.

Question

After four months of working very independently and successfully in my current position, reporting directly to a manager who loves my work (as does the senior manager), they have decided that all of us “little people” (non-exempt, hourly employees) should report to a supervisor on a weekly basis instead. Our manager is too busy to manage us.

I am now the direct report of a micro-manager, a real control freak (she said so herself) who wants everything done her way, yet insists she doesn’t want to micro-manage me.

In our first meeting of 45 minutes, she insisted at least six times that she wasn’t trying to micro-manage me. (Of course, it felt like 20.)

What should I do? I am trying to be cooperative and play it low-key, but I feel I may need to speak with the senior manager about it. Any advice on how to handle micro-managers? I really need my job. I am well-liked, work hard and effectively, and was quite happy before she was appointed.

Nick’s Reply

First, I would sit down with your new supervisor. Show her a list of the tasks she has assigned to you, as you understand them. Ask her if there is anything she’d like to change or add. If there is, add it as you sit in front of her. Be very polite, very respectful.

When the list is complete, ask her what timeframes she sees for the deliverables — that is, when should the tasks be completed?
Negotiate to make these realistic. Once you both agree, tell her this:

How to Say It
“I find I can get the most work done when I’m free to get tasks done my own way, with the full understanding that I’m responsible for delivering exactly what my boss asks. The commitment I will make to you is that all these tasks will get done on schedule. I’d like to ask you for a commitment, too — to permit me to manage my work on my own. If I don’t deliver, then I will accept any consequences. But during the work period on these projects, I would like to manage my own work. Can we do that?”

(These two articles may help motivate you: Be known first for the truth and Don’t be afraid to do the job your way.)

If she says no, then sit down and write up a log of your conversation, date and sign it. Put it in your file. You may need to show it to the human resources manager later. Then, go talk to your old boss and explain to him that your supervisor will not permit you to manage your own work. Ask for his support. Do not make any threats. Do not get angry. Just calmly focus on your work and on your commitment to get it done on schedule. Don’t even appear upset.

How to Say It
“Being micro-managed is very distracting and decreases my efficiency. I accept my responsibilities in my job. However, I cannot do my job if I am micro-managed. Here is the commitment I will make to you: If I do not deliver after being left alone to do my job, you should fire me. The commitment I ask of you is, get my super off my back so I can do my job. Can we do that?”

If you get no support, you should be prepared to leave the company and find another job. In fact, I would start a job search, just in case. Odds are pretty high you will have to leave. As Dear Abby is fond of saying, people are not likely to change.

I try not to be cynical, and I try to expect the best, but life is short. No one should have to live and work like this. A boss who micro-manages has an emotional problem and is not likely to change. You must have a good contingency plan.

The best outcome would be if your supervisor recognized how serious a problem she has created for her department. Like I said, odds are that you will have to move on. Don’t let that bother you. It’s a natural thing. Not all companies, bosses, and employees can work together effectively. Staying in a dysfunctional organization is wrong. But, give your managers a chance to recognize the problem, and to fix it. The key is, you must be very respectful about your approach. No anger. No recriminations. Just matter-of-fact business. It’s all about doing your job.

I wish you the best. There is a significant risk in doing what I suggest. There’s an even bigger risk in working with such frustration. For more about how to leave your job fearlessly, see Parting Company: How to leave your job. [THIS WEEK ONLY! Save $3 on this book! Use discount code=SAVE3. Order now!]

Have you ever worked for an over-bearing boss? What’s a diplomatic way for this reader to deal with the boss? My suggestions are just one way to approach this. Let’s hear some other angles!

: :

Back to Top

Say goodbye to your psychopathic boss

On September 29, 2014

I couldn’t make up a story like this if I tried. This week’s newsletter is based on a comment posted by a reader on the Ask The Headhunter blog, edited gently. It’s still long — but I’m publishing the gory details because it’s the sort of story I’m sure many of you have heard from a friend. Worse, it may be a story from your own work life. While many employers cry there’s a talent shortage, this is how some treat their employees.

In the September 30, 2014 Ask The Headhunter Newsletter, a reader recounts a story no one wants to experience:

After four years with my company, I made a choice to abruptly quit (even before I have officially secured a new job). I know that’s idiotic and irrational, but ever since new management took over last year, I’m mentally drained. They are a twisted bunch of jerks, to be quite frank. One incident in particular was the final straw for me!

psychopathI’m open-minded and actually enjoy change and new routines. However, I can’t function at a job where bosses let their authority get to their ego and judgment. Last month, one of my new managers flat-out bullied me. I’ve never had a full-on issue with a boss or co-worker ever, so it was devastating to be a target for no apparent reason.

There are two sides to every story, so I’ll admit… I was having an unusually horrible day (personal life, etc.). As I was walking back to my department, one of my managers ignored my friendly hello and then hastily asked me why I had gotten disorganized so suddenly with my workload. She said it in a confrontational way. I thought I was being over-sensitive, so I politely smiled and told her what my plan was to fix the problem shortly and I walked off to my destination.

Suddenly, she yelled at me over the P.A. system to go to her office pronto. I was annoyed, but sucked up my pride and did as I was told. She was seated like a high school principal about to expel a mouthy, troubled teen. I knew she looked angry, but I passively tried to discuss the issue she seemed to randomly have with me.

She barely let me say one word. Instead, she yelled at me that I had answered her in a rude, sarcastic manner. I told her: “I am having a pretty bad day. Maybe I came across as rude, but I didn’t mean to be.”

To rub salt into the wound, she paged another manager to join her in scolding me. She exaggerated everything to the other manager and got her upset at me, too. Obviously, my adrenaline was starting to flow now. I was in that fight-or-flight mode. It’s extremely rare for me to get upset in public or at work, so I was about to have a panic attack from the stress.

I quietly told her that I needed to walk away and use the restroom. I was fighting tears at this point, so I excused myself. She then yelled over the P.A. system again for me to go back to the office. So I did. Mistake! She was straight-up cutting me down this time. I snapped and said shakily: “Let me get back to my f***ing job and stop micro-managing me.”

I know, how unpredictable of me, however I was feeling threatened. She and the other manager then cornered me and yelled at me that I needed to go home immediately. I thought I was being fired so I cried as I walked past my co-workers. I went to my car and drove home crying. Really, I’m not normally a wuss, I just felt animosity towards the situation.

The next day I called to see if I had gotten fired. The HR lady said, “No, of course not.” After I explained to her what happened, she barely seemed to care at all. After four years of being a proactive and well-rounded employee, I felt appalled by her “whatever” attitude. I then wrote out my resignation notice and dropped it off on her desk within an hour.

I finished out my last day yesterday. I have a potential new job tomorrow (interview). I’m optimistic that I’ll land it with no problem, considering my slightly above-average resume. I’ll never tolerate that level of drama at any job, ever.

Having read “How your old boss can cost you a new job,“ I am afraid my old employer will not give me a good word for my potential new job. I’m hoping my possible new employer won’t find it necessary to call my old job.

I could have fought harder to maybe get my wrong-doers in trouble, but with the complexity of their office politics, it wasn’t worth trying. Sometimes you really do have to simply… quit. We are creatures of habit, so it takes guts to break routine and start fresh! But I feel a person’s mental well-being is more important than almost anything else.

Nick’s Reply

Never apologize for psychopathic managers.

I very rarely tread in the waters of clinical psychology, but it’s worth putting a name on what you encountered at your company: a psychopath. Don’t let the term intimidate you. Understand what it means so you can recognize it sooner next time. A psychopath is marked by:

“…a personality disorder characterized by enduring antisocial behavior, diminished empathy and remorse, and disinhibited or bold behavior.”

Sound like your boss? Read on.

“Lacking affect and urge control, demand for immediate gratification, and poor behavioral restraints… Lacking empathy and close attachments with others, disdain of close attachments, use of cruelty to gain empowerment, exploitative tendencies… and destructive excitement seeking.”

I had a psychopathic boss myself during a long year in my life. This company president abused and terrorized individual employees in company meetings, held them up to ridicule, and encouraged others to attack them verbally, too. He held himself up as a godlike figure whose opinions were law. I didn’t realize what was going on until I heard a company customer dress him down and abuse him the same way — while he physically cowered, “Yes, Sir-ed,” and did exactly as he was told. A classic case of the abused abusing others. I quit soon after, to save my own soul.

In cases like this, as the verbal violence increases, your mind tries hard to rationalize it. (Maybe I should learn to accept such behavior. After all, we have such big-name customers, so my boss must be doing something right. Look at how much money he makes. Maybe this is what it takes to be successful, and so on.) But it’s not alright, ever.

No matter that you don’t have another job to go to. You preserved your self-respect and integrity. You were right to quit. It was the smart thing to do. Here’s the thing: You will quickly recover. Your former employer will not. Rest easy knowing that.

My one criticism is that, although I understand why a person might “go off” like you finally did, cursing in front of your boss is never acceptable. She succeeded in bringing you into her sick little world. In the future, avoid getting baited like that.

As far as references, I guarantee you that any reference from that company will be worthless or toxic to you. The business community already knows the company and its management for what they are. All you need say to any prospective employer is, “I don’t disparage anyone I ever worked for. I look forward. I want to work with a good company that encourages me to use my skills to produce profit in a healthy environment.” Then provide excellent references from everywhere but your last employer. (See Take Care of Your References.)

I show how to “launch” your best references so they’ll really pay off, no matter how negative one reference might be, in Fearless Job Hunting, Book 5: Get The Right Employer’s Full Attention, pp. 19-21. This PDF book also shows you how to get the truth about private companies, how to figure out whether a company is a “Mickey Mouse operation,” and how to pick worthy companies to apply to.

Please remember a piece of advice my mentor gave me many years ago — advice it took me a long time to understand: Never work with jerks. (It’s not the first or last time I’ll cite that advice.) As you learned while facing the sick wrath of your boss, It’s the people, Stupid. (No offense intended. We all need to think about that.)

When I resigned from my employer, I did it on my terms, like you did. I compliment you for not resigning on the spot in anger. It’s critical to take time to think, and to act with forethought and grace.

I wish you the best. Leave that illness you survived behind you — it’s a sick company. You’re healthy. Go work with healthy people and let the past go.

Have you ever had a psychopathic boss? What were the signs? What did it take for you to escape? How would you advise the reader in this week’s Q&A?

: :

Back to Top

Should I stay at my current company?

On February 17, 2014

In the February 18, 2014 Ask The Headhunter Newsletter, a reader can’t decide whether to stay or go:

I’m feeling itchy — I think you know what I mean. This is probably what a headhunter like you looks for in a job candidate for your clients. Someone who is ready to move! I’m happy at my job at this company, but I’m wondering if something better is worth jumping ship for. But then I realize how good I’ve got it here. How do I know whether I should stay?

Nick’s Reply

This question is more common than some people might think — it’s natural to ask it again and again during your career. Since I’ve already covered it in one of my books, I’m going to reprint the pertinent section. I hope it helps you work this out!

From Fearless Job Hunting, Book 1: Jump-Start Your Job Search, pp. 11-12.

Why should I stay at my current company?

should-i-stayQuestion: I’m considering leaving my company. I’ve been pretty happy here and the company has been good to me. Now there are some good opportunities I’ve learned about that would pay better. But I’m worried about “the grass is always greener” effect. That is, my current company and job might in fact be the best thing for me. How do I go about evaluating what I’ve got here?

Nick’s Reply: You’re smart to consider this so carefully. I’m convinced that the most common underlying reason for job change (whether as a result of employee dissatisfaction, or downsizing) is that people take the wrong jobs to begin with. Sometimes they jump to a new job without good reason.

The key to success is to judge any company — including your current one — by its people, its products, and its reputation.

Another issue, of course, is the compensation. Be careful. There’s more to compensation than a few extra bucks. It’s up to you to figure out how much the intangibles at your current company are worth. There are some valuable intangible benefits to consider. (Their value to you depends, of course, on the quality of your current employer and job.)

  • Credibility. Your reputation and credibility are probably well-established. You don’t have to waste a lot of time and effort proving yourself to your employer. You can focus on being productive. Your credibility also positions you for internal career growth, so go talk to your boss.
  • Culture. You understand and can work within the culture and politics. You’ve paid your dues. In a new company, you’ll have to learn all over again how to navigate the system.
  • Efficiency. You’ve probably got your work organized well enough that you’re working efficiently and without working any more hours than necessary. In a new company, you will of course learn new things, but probably at the cost of a longer work day.
  • Community. You have established solid friendships and working relationships. It’s good to meet new people and learn new ways of doing things, but there’s also something to be said about being part of a solid community.
  • Seniority-based benefits. You have been around long enough to qualify for a pension program and other seniority-based benefits. For example, there’s often a significant delay before you can participate in a new employer’s 401(k) plan. That can cost you a lot over the years. If you’ve held your job for several years, you probably get several weeks’ vacation each year. Changing employers may reset your vacation time to two weeks.

Before you accept an offer elsewhere, make sure you know what you’re giving up and what you’re getting into. Be ready to accept the price, or enjoy what you’ve got.

If your desire for something new is stimulating your interest in changing jobs, consider changing jobs internally. Staying with your employer doesn’t mean you must stagnate. You can begin an aggressive campaign to change jobs without changing employers.

This Q&A is reprinted from Fearless Job Hunting, Book 1: Jump-Start Your Job Search, which includes these sections:

  • Introduction: How to start a job search
  • The myth of the last-minute job search
  • Changing careers 1-2-3 (and 4)
  • How to start job hunting now
  • Can old experience win a new job?
  • Why should I stay at my company?
  • I’m losing my job!
  • How do I say I got fired?
  • How do I explain being unemployed?
  • Why can’t I keep a good job?
  • How can I change careers mid-stream?
  • PLUS: 8 How to Say It tips
  • PLUS: 9 sidebars packed with advice to give you the insider’s edge!

To pick up where the reprint leaves off, if you’re considering changing jobs internally, check out JHBWA (Job Hunting By Wandering Around). That new opportunity might be nearer than you think — with virtually no competition.

There are of course many more factors to think about before you jump ship, but these are some that I think are easily forgotten.

When the itch to move comes upon you, what do you do? What other factors do you consider? How do you evaluate your options?

: :

Back to Top

Optimize your first day on the job

On October 14, 2013

In the October 15, 2013 Ask The Headhunter Newsletter, a reader asks how to start a new job off on the right foot:

I’m starting a new job soon, and I’d like your opinion on how to make a great first impression. I can do the handshaking and small talk, but what else? I’ve read that one should meet with the boss at the end of the first day to check in. What other advice can you give me?

Nick’s Reply

It’s a good idea to stop by your boss’s office at the end of your first day to say thanks for the job and to “check in.” But you should also check in with your boss regularly, to ensure you’re meeting his or her expectations and that you understand your objectives.

Be diplomatic and be confident. But don’t just say “hi.” Introduce some substance into your conversation so your boss will take notice of your diligence — because the early impression you create will influence your relationship for a long time to come.

After you’ve been oriented and assigned your first tasks:

  • Take some time to outline the work you have to do.
  • Put it on paper. It need not be fancy, but it should be carefully thought out.

optimizeAlso outline how you’re going to do the work:

  • Lay out an overall strategy.
  • Detail the specific steps you’ll take.
  • Describe the tools you’ll use, and so on.

Don’t forget to:

  • List obstacles you might encounter.
  • Questions you’ll have.
  • Include milestone dates and measures of your own performance.

Then sit down with your boss:

  • Ask for input and comments about your work plan.
  • Discuss how your work will contribute to the company’s (or department’s) profitability.
  • Explain that you want to shape your plan so you’ll fit in with the rest of the team.

Don’t wait for your boss to “review” your performance. Review it for him early and often (without irritating him). That’s the best way I know to Start a Job on The Right Foot because it shows the boss that you’re thinking about the work and about the company’s success. After all, that’s what you were hired for, right?

Best wishes on your first days!

How do you keep your job? Your boss always needs good reasons to keep you on board. How do you do it?

: :

Back to Top

When should I tell my boss I’m resigning?

On January 14, 2013

In the January 15, 2013 Ask The Headhunter Newsletter, a job hunter asks when to give the boss notice of resignation:

I have an opportunity to move from a large corporation to a established startup. I have put in seven happy years at the corporation, but the new position will be a nice change. I’m still going through the interview process, and it’s going well. When do I break the news to my current boss? I don’t want to burn any bridges, and I don’t think I would accept any counter-offer. I just want to give respectable notice so that he can replace me.

Nick’s Reply

zip-itCongratulations on the new opportunity, but please — don’t jump the gun. Never, ever give notice or resign until:

  • You have a written offer in hand
  • You have formally accepted the offer
  • The new employer has confirmed your acceptance, and
  • The on-boarding process has begun.

It doesn’t happen often, but job offers get rescinded, especially between the informal oral offer and the bona fide written version. Don’t be left on the street without a job. When the above milestones have passed, I’d tell your employer nothing except that you’re leaving. Give your boss a one sentence resignation letter that says nothing more than:

“I hereby resign my position effective on [date].”

The details of your “notice” don’t need to be spelled out in the letter. In person, I’d commit to helping with a proper transition not to last more than two weeks, unless you really want to be helpful — that’s up to you.

There’s a small chance that, no matter how well you and your boss get along, you will be ushered out the door immediately. Some companies have very strict security policies, so make sure all other loose ends are tied up before you resign. They may not even let you go back to your desk. This is unusual, but it does happen. Even friendly employers can turn officious when a person resigns. Just be ready for it.

I would not disclose where you’re going. I’ve seen bitter former employers try to nuke a person’s new job. Politely explain you’ll be in touch right after you start the new job, if your boss really cares. I’m sorry to focus on the worst case, but you don’t want to get torpedoed before you start your new job. The odds of something bad happening are probably small, but the consequences can be enormous. My advice is, don’t chance it.

Again, congratulations. Take it one step at a time until the new deal is solid and safe. I wish you the best.

Have you ever resigned, only to have your new job offer rescinded? Has a resignation ever gone awry? What’s your policy about the nuts and bolts of transition when leaving a job?

: :

Back to Top

Can I earn a degree from the School of Hard Knocks?

On December 17, 2012

In the December 18, 2012 Ask The Headhunter Newsletter, a job hunter considers an online, or “distance learning” degree:

I have over 24 years experience in industry, but I never got a college degree. Now I want to get a bachelors. A “distance learning” college has approved my application for a B.S. in Business Administration. This is one of those schools that delivers its courses online and also awards credits for “life experience.” Please give me your opinion on degrees of this nature. Thanks.

Nick’s Reply

These “life experience” credits can be legit. They are based on knowledge you’ve acquired on the job rather than through college courses. The school administers a test on the material and if you pass, they give you the same credits you’d get if you actually took the course. You just need to be sure the school itself is legit — or those School of Hard Knocks credits could be worthless. Several times each week I get solicitations for questionable degree programs.

My advice: Whatever state you are in, contact the state department of education. Find out whether this school is accredited. If it is not, forget it. Find one that is.

To test the value of this school’s programs, contact a few well-known colleges or universities and talk to the admissions office. Ask whether they would accept “transfer credits” from the school in question. A good distance school’s credits will be accepted toward a degree at other good schools. If credits are not transferable, find another school.

If the online school you choose is legit, you may be able to leverage your investment by finishing your degree program at a bricks-and-mortar school — and you’d get your diploma from a more recognized school. Just beware: Some online degree programs cost more than traditional schools charge! The good news: Many good traditional schools offer online courses and combination programs. Don’t assume you need to start with an online-only school.

Want more certainty? Ask the company you work for (or want to work for) how it regards degrees from the distance school. This will tell you a lot about the value of the degree.

I’d start your research by checking the Sloan Consortium to see whether the school you’re considering is a member.

(For every problem, there’s a flip side. And the flip side of this problem is academics with degrees who can’t overcome their own obstacles to win a job. For more on this, see Breaking Ranks & Rules: How academics can avoid 5 fatal mistakes in the job hunt.)

Do you have an online degree? Has it paid off? Does your company look favorably on distance learning schools? On credits from the School of Hard Knocks? What are the alternatives to traditional education, and what do they mean to employers?

The Ask The Headhunter Newsletter and this blog will be on hiatus for two weeks while I take a vacation, spend time with my family, and finish up a new project that I can’t wait to tell you about in January! I wish you a Merry Christmas or a Merry Whatever You Celebrate, and a Happy, Healthy, and Prosperous New Year. I’ll participate in the comments through this week — then I’ll see you in January!

: :

Back to Top

Summer Slam: Monster, options, skirt protocol & resumes

On August 27, 2012

In the August 28, 2012 Ask The Headhunter Newsletter we do the Summer Slam — “Speed Q&A” about:

  • Monster.com’s and CareerBuilder’s paltry success rates
  • Employers that toy with job applicants
  • Pantsuits or skirts?
  • Blasphemous resumes

Every week I publish a real problem from a real reader along with my detailed advice. But I get tons of questions that never get published. Although I can’t possibly answer every question, when I have time I dash off answers to as many as I can. This week’s edition is a summer slam — high-speed Q&A culled from those brief e-mails. I hope you enjoy it!

Question: Monster-ous success rates

Do you know what the current success rate for Monster.com and CareerBuilder.com is? I have heard a statistic of 3%. I saw an article written back in 2005, but was wondering about more current information.

Nick’s Reply

The big job boards don’t report their success rates because they stink. According to CareerXroads.com, the two job boards were the “source of hires” about 2-4% of the time for employers polled:

  • 2002: Monster 3.6%, CareerBuilder 1.5%
  • 2004: Monster 2.6%, CB 2.4%
  • 2006: Monster 2.9%, CB 2.5%
  • 2008: Monster 2.7%, CB 3.5%
  • 2009: Monster 1.5%, CB 5.3%

These figures had to be teased out of CareerXroads surveys. In subsequent years, it seems the reports were burying the job boards’ consistently poor performance. In 2011 they reported that “88.9% of survey respondents attribute at least one hire to Monster during 2010.” They’re boasting about one hire? Gimme a break. My read is that neither board delivers more than 3-4% of hires. It’s pathetic. A dog with a note in its mouth could go out and bring you more hires. I’d stick to the niche job boards. The only big job board I like is LinkUp.com because they pull jobs only from employers’ own websites.

Question: Options

I applied for a job with a small company. I got a call saying they have not ruled me out as a candidate but they were taking their time filling the position with someone with more experience. Months later, the job is still posted. Should I call them and offer to do the job as an intern? I really want this job!

Nick’s Reply

I know your motivation about a job can be very high. But let’s play devil’s advocate: Why would you want a job so much, when they don’t want you? They’ve put you on hold. They don’t see a fit. Not ruling you out doesn’t mean much if they have not stayed in touch with you. My advice is to move on and find a company that really wants you. Be careful with intern jobs — it’s often the signal to a company that you’re willing to do anything. Your best negotiating position with these guys is to develop other options.

Question: Skirt protocol

As a professional woman, I’ve always heard you should wear a suit with a skirt to interview. Lately I’ve seen women interviewing in suits with pants. What is the norm? Have we reached the point where women can interview in professional pantsuits or is it still skirt protocol?

Nick’s Reply

I don’t think any rule about attire covers all employers, but it’s worth finding out how employees at a company dress. Follow suit (no pun intended). If possible, visit the company’s location. Observe the people going in and out of the office. Dress one notch above the employees, because the point is to show respect. However, over-dressing can backfire. I’ve seen employers drop candidates who showed up over-dressed, worried the person might not fit in.

Question: Resumes

I love your Resume Blasphemy idea, but I am still confused about how to build a good resume. I was wondering if you have a resume sample or template that I could download? One that gives me examples. I really wish that I could finally figure this out, and quite honestly you are the only person that I feel gives out good advice. You need to write a book on resume building, Nick.

Nick’s Reply

Thanks for your kind words. The Resume Blasphemy approach is like a Zen koan. The message between the lines is, don’t use a resume. Don’t try to climb the mountain; go around it. To produce a blasphemous but powerful resume, you must talk to people connected to the company to ferret out what makes the business tick. Figure out how exactly you could contribute to its success. Once you do that, you don’t need a resume. You’ve already started talking to the right people, who can introduce you to the boss. A good resume is a business plan for doing the job. But you can’t produce a plan after reading a job description on a job board. (And you can’t create a plan by looking at someone else’s. Sorry, I don’t share samples of other people’s work!)

Hope you enjoyed this collection of short Q&As. Now please add your advice or to improve mine!

: :

Back to Top

My employer withheld my pay

On July 2, 2012

In the July 3, 2012 Ask The Headhunter Newsletter, a 20% bonus disappears:

When I was hired, my offer letter included the promise of an annual 20% bonus. Recently I was transferred internally, but there was no notice of a change in my compensation deal. Bonus time came around but neither my old or new department budgeted for my bonus. I’ve been making monthly appeals to my boss, who keeps getting the runaround from Accounting. It turns out that no one else at my level gets bonuses. To make matters worse, the company was acquired and all our jobs are up in the air.

Is there any way I can get the bonus I’m due? The amount is substantial. This sounded too good to be true when I got the offer letter, but there it is in black and white: 20%.

My Advice

I don’t ordinarily tackle questions that require legal advice, but there’s also a matter of principle here. It seems the company is breaking a simple agreement and it’s worth discussing how to deal with that. However, my advice is not legal; for that you’ll need an attorney.

Since your offer letter promised an annual 20% bonus in writing, and since you got no other written notice to the contrary, then I think the company has an obligation to pony up the money. While a company may have the right to reassign you to a different job or department, I don’t believe it’s got the right to withhold compensation.

If your boss is “getting the runaround from Accounting,” that’s not your problem. Accounting doesn’t decide whether you’ll be paid; your employer does. This passing of the buck suggests that who’s getting the runaround is you.

Given the circumstances, I’d pursue this quickly and create a document trail. If you get laid off before you put the issue on the table, it’s going to be harder to resolve it.

Take this to the highest level HR manager you can. Put a copy of your offer letter on the desk and politely ask what the problem is. (Keep the original under lock and key.) The difficulty is that you’ve waited a long time since the bonus was due, but that doesn’t excuse your employer. I’d also ask HR for a written statement about the company’s position on the matter — build that document trail.

Listen to what the HR manager has to say. If there’s no resolution within a week, send a certified letter (with proof of receipt) to HR outlining the situation, and copy the letter to your attorney. Do not say anything accusatory in the letter: Be purely factual and request your bonus.

It’s unfortunate that you need help to get paid what you were promised. But my expectation is that this is going to require the help of an attorney. When your boss blames Accounting for not paying you, you can blame your attorney for any awkwardness, too.

By the way: Don’t let the idea of turning to lawyer make you uncomfortable. A good lawyer will work with you to control legal costs, and to develop a strategy for collection that avoids spending more than the recovery would be worth. Start with a consultation to help you decide what your best options are, and to estimate the costs.

Ever get paid less than you were promised? Was it in writing? What did you do to recover the money?

: :

Back to Top

My boss is a liar

On April 16, 2012

In the April 17, 2012 Ask The Headhunter Newsletter, a reader laments that the boss — uh — doesn’t tell the truth:

My boss lies about the availability of projects, about giving bonuses, and about promised help. I suppose the high road is the best and I should keep quiet, but I hate giving into this behavior. What can I do?

My Advice

Bosses sometimes make commitments, then conveniently forget about them. What matters is the frequency and the intent of their forgetfulness. It seems your boss forgets a lot, and it’s clear you don’t like the intent.

A long time ago, I learned the value of the internal memo. When your boss commits to something, go back to your desk, write a thank-you e-mail, and send it to the boss along with a clear “cc” to yourself. (I would not copy the note to anyone else. That would be a clear threat, and I don’t think you want to do that as a first step.) It’s like money in the bank. You don’t just make a deposit; you keep a copy of the deposit slip. That cc is evidence of how much money you have in the bank. Meanwhile, your boss should get the message.

This approach to making people pay off on promises works pretty well. When you’re ready to make a withdrawal, present that “deposit slip” you kept in your file. Be very polite and matter-of-fact.

How to Say It

“Hey, Boss: I’m ready for that bonus (or promotion) you promised six months ago. Here’s the memo I sent you re-capping our discussion. Thanks very much for making that very valuable commitment to me way back then. You’re quite a boss, and that’s why I like working for you. I’ll take that bonus in tens and twenties, please.”

(No, don’t use those exact words. I sprinkled some sarcasm to amuse you, not to get you into trouble. Pick your own words carefully!)

One of three things is likely to happen.

  • Your boss may never forget again (success!).
  • Your boss may never make another promise (another problem altogether).
  • Or, your boss might just ignore you. Then it’s time to take your deposit slip to the “bank president” (your boss’s boss or the personnel manager) and explain that you want to close your account — unless the “bank” settles up with you.

While one person’s lying is another person’s forgetfulness, I don’t cut any slack to liars, and I accept “I forgot” as an explanation only once or twice. If people don’t do what they say they’re going to do — again and again — then they’re jerks and not worth working with.

How do you deal with this kind of problem? Do we need to hang the culprits out to dry? Or can we discuss good ways to make people more accountable without having to hang them at all?

: :

Back to Top