After 6 months on a new team, I tend to semi-consciously slip into a strange mentality of “teaching”, “correcting” and reminding my boss as if I’m a personal physician, investment adviser, legal counsel …. until he reminds me who’s boss.
I tend to damp down his optimism
k_soul_search
— ranked —
I always feel in SG, most high salary positions in IT are for managers. But I always focus on hands-on roles. In this space, I was told there are also high salary positions (comparable to Wall St) for hands-on developers, but i feel they are like beautiful girls — hard to get.
Most hands on roles are 30% (or 20%?) lower than NY. The higher salary positions are rather selective. These Hiring manager generally prefers local candidates, unless …. I guess unless they really need some special expertise unavailable in Singapore (such as low latency?). They aren't “hungry” yet. No appetite for “big guns”.
One (fairly senior) recruiter told me my specialty in low latency, real time pricing … is a specialized skill not really required in Singapore. I guess she means most Singapore jobs don't call for such specialized skill.
reference location — TPY central within 5 min walk to MRT.
Bishan 5% (not sure about stadium…. but no point trying due to prices)
YCK? 15%
Bedok 15%
Clementi 20%
Whenever you make a choice among 3 choices, and sometime after the decision evaluate each choice with the benefit of hind sight, you get a concrete idea of the advantage, gain, profit, ROI, benefit of each choice.
Suppose you manage to attach a concrete value to each choice. The values of the other 2 choice you didn’t take are loosely known as opportunity costs.
If you quit your job and stay home, the previous salary (eg 7k) is an opportunity cost
recruiters always benefit from full disclosure and honesty. They have nothing to hide and a lot to gain from transparency. Hiring and seeker sides are to varying extent cautious about “showing your hands” or disclosing damaging information. It's instructive to compare the hiring and seeker sides.
It's reasonable to ask a candidate “what are you looking for” but if candidate discloses everything (there's no verifiable truth here anyway), it hurts the candidate.
It's unfortunate if a candidate works for a brief period and quits without producing any value.
It's morally and socially unacceptable to lie about job history — verifiable facts.
Jide
focus managers – http://download.oracle.com/javase/tutorial/uiswing/misc/focus.html
non-modal JDialog
Substance
swingx
group layout, table layout,
inter-table event firing and update
table sorting by any column
–underweight on
pluggable look and feel
jlabel
jbutton
–my experience
threading
SwingWorker
swing timer
invokeLater…
integration with DB client making a slow query
integration with http client
integration with rmi client
EDT
jtable construction, updates
— areas to improve
dtrace
lsof
truss
tcpdump
memory/network profiling
—
industrial-strength shell/perl scripting
find, grep
for loop
shell customization
scp
groups
Based on a few anecdotal cases, here are some possible reasons why someone (say Candidate ABC) without much Wall St track record can get $100/hr.
Reason: hiring mgr has unusually high budget. Such jobs tend to be kept in secret. Few candidates get to know about these openings.
Reason: hiring mgr releases the opening to a single favorite recruiter. This breaks the rule that “the higher you pay, the more quality candidates you attract”
Reason: hiring mgr is lazy or in a hurry or both
Reason: hiring mgr is inexperienced and doesn't know how to find a good number of talented candidates. He ends up interviewing many sub-standard candidates and is impressed with a candidate like you and me
Reason: hiring company has a history of paying $100+, so $100 is easier to approve. More likely a small company. I avoid small companies.
Reason: most candidates don't insist on $100/hr. They try for a while then lower it to $80 so they are never shortlisted for $100 jobs.
Reason: (my guess) hiring mgr wants to test drive the candidate for a short few months and “recycle” if necessary, so value-for-money is less important.
Reason: ABC knows a large number of recruiters with lucrative positions. This requires effort.
Reason: ABC prepares very well for standard java questions. No work experience in finance required.
Reason: (my guess) ABC is seen as someone special and leaves a lasting impression on hiring mgr
Reason: ABC has a very high previous salary so his asking price is justified.
Reason: hiring mgr just lost a key developer and is looking to hire a competent replacement
Reason: hiring manager doesn't care about value for money — not his money
Thanks. You once said if our pretax income doubles from 100k to 200k, our after-tax income increase by 20k? I feel that's unlikely.
The first 100k is probably taxed at 20%, for any rich or poor family.
The next 100k is probably taxed at around 50%. Not at 80%.
By the way, now I know how much a new Masters' graduate from a good university can earn as a developer.
* morgan stanley pays about 75k base
* microsoft pays about 85k base
* google pays about 90k base
* amazon pays about 100k base
If you worked a few years before coming to the US for masters, that experience basically is worth $0.