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The only way employer and candidate can have a informed
discussion on "total compensation" is if the employer discloses
the actual cost of providing employee benefirts, and my guess
is that this never came up during your interviews.
*I would be less concerned about the impact of $20k on the
company's budgets than I would be about the ethics and/or
competence of the "company's principal." He's either not
terribly smart about hiring or worse, he thinks he's terribly
clever at it.
*How to handle it depends on how well you can afford to
go on working as a no-beneifts 1099, take a 20% pay cut
to get benefits or risk losing the position at this time. How
well the company can afford to lose you at this time is also
a factor, but my guess is they're not sharing that with you
any more than they shared their cost of providing employee
benefits.
> Questions:
>
> * When you are interviewing for a job, and someone asks you how much
> you are looking for, do you give them a salary requirement or a total
> compensation?
>
> * When you are interviewing a candidate FOR a job, and you ask them
> how much they are looking for, are you expecting a salary requirement
> or a total compensation?
>
> * If $20,000 extra per year is going to be that major a concern,
> should I just start running now?
>
> * Do you have any suggestions for handling this? I have a list of
> points I want to make written down, and I've found a salary report on
> SimplyHired that shows the average salary in this area. It is a bit
> lower than my stated requirements, but not by that much. I am also
> considerably better than "average" as a technical writer.
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