When you get a phone screen at some point, the recruiter will ask: “What compensation are you targeting?” Here’s my tip: you don’t have to give a number. Flip it back with something like: 👉 “I was hoping you could share the predetermined range for this position, and I’ll let you know if that falls within the compensation range that I am targeting.” Why this works: - It keeps you from siloing yourself into one figure too early. - It leaves more doors open for negotiation later. Thoughts?

How do you feel about a job application requiring you to enter a target salary? I've been going through quite a few that ask for that. I avoid entering it. Then some require it and I've been putting in XXXX. This one currently actually gives me an invalid data error and requires a number, digits only, between 10000 and 500000, or I can't submit. I honestly hate tell them a salary target. I feel like it will most likely limit my potential salary and prevent a salary bump more than anything else.

Has anyone here worked for Target? I would love to know from anyone with first-hand experience, what it's like to work for them... how they value employees and what the work-life balance looks like. I'm trying to be on their marketing team, but I'm assuming they hire an agency to do their campaigns. I'd still be more than happy to work for their in-house team as I'll still get to be involved in their brilliant marketing initiatives. Love these, for example!

Sr Product Manager (Technical) target companies salary range in Hyderabad, India. I am a Technical PM in Canada with >10 yrs experience leading B2B Product Platforms in HCM and Financial services domains. Moving back to Hyderabad soon. Appreciate inputs from fellow Product folks that recently have landed /changed roles in Hyderabad - target companies, practical salary range to target, tips that helped. Please highlight your experience in search if you moved from abroad. Thanks.

Has anyone had a Google recruiter referring someone even though they haven’t applied directly to the posting? I have related keywords in my Google careers profile but wondered if there was other outreach that I could do. I had a referral, completed 3 apps, rejected from 2 and then a job posted for a role that is a perfect fit. I emailed the recruiters who sent rejection emails asking if they could forward my materials/highlight my profile for the team that is looking for new job posting.

Companies advertise “up to 20% performance bonus” in job offers, knowing most employees will never see the full amount. The targets shift mid-year, the metrics become impossible, or they cite “market conditions” when payout time comes. Recruiters sell you on $100K total comp, but the reality is $80K base and vague promises. What percentage of your “target bonus” have you actually received? Does your company follow through or move the goal posts?

I’ve know companies often tie salary increases to hitting specific performance targets. Sometimes the target dates are unrealistic and some feel fair. An example is a project I was on that had many failures and delayed the launch of a product by 5 months because of some technology and funding issues. The leadership team was not happy about it. But we did it, eventually! How do you decide if this is something that should be used to push for a raise?

Recently everyone in our sales team has been told that if we don't achieve our targets this month then we will be put on performance management. 95% of us have been successful sales people for a number of years, and have consistently exceeded targets up until 3 months ago when things started getting really tough. The company is unwilling to accept that the economy is in a tough position and are laying the blame firmly at our door. WWYD?

Do you trust target-date funds for retirement or do you think they’re too one-size-fits-all? I’ve been contributing to a 2055 fund for a while now and honestly love the simplicity. There's no rebalancing, no stress. But part of me wonders if I’m leaving money on the table by not customizing my allocation. I’m torn between “set it and forget it” and “optimize every detail.”