During the offer process, there are a few standard steps you can expect, including an offer notification, verbal or initial offer and final offer. The first often more informal offer will likely come in the form of a phone call or email. After the first conversation, you should receive a formal communication containing your official offer. If not, use this time to negotiate. Initially, you might get an informal notification from the recruiter that you should be expecting an offer.
This communication often comes in the form of a supposition, meaning they will prompt you to tell them what exactly you need from them to accept an offer.
What do you need from us to accept the offer as soon as possible? First, express your appreciation. Then, be prepared to discuss items like salary, benefits, bonuses, working hours and any other needs you may have in the new job.
After you discuss, you should get additional details from the employer on when and how you can expect to receive an official offer. After your initial informal conversations, you should get an official offer from the employer. If the offer comes in the form of a phone call, ask them to send a written document for you to review as well.
You must get all the details of their offer in writing both to make the offer official and to fully understand their expectations of your role, pay, start date and benefits. For example, it might be part of a written offer that you will be expected to pay for your work phone. This is something you can bring attention to or negotiate with the employer. When do you need a response? If they ask you to respond immediately, ask politely if you can have 24 hours to review the terms.
At this point, remember that anything you say is not binding. It is acceptable for either party to change the offer as you are having these conversations. Negotiating items in the offer terms is a common part of the acceptance process.
You can keep this simple and professional, like the following:. When can we set up a time to speak? Coming into this conversion, be prepared with exactly what you want to be changed in the offer.
If they decline, politely thank them for considering and reflect on whether or not the offer is acceptable as-is. Do a little research to see if the company is financially stable. This is often easier if the company has gone public. Also, keep in mind that if a company is rapidly growing, there may be many changes that come with it.
Decide if you are comfortable working through any growing pains a company may experience. When switching jobs, you may discover a few changes that take place. Decide if these changes benefit you or would be potential challenges.
Consider things like your commute, work schedule, work-life balance and other factors that affect your life. If you find that the benefits of this job are greater than your current job, then this can be a sign to take the new job. After thinking about all the concrete factors of your new job offer, also consider the gut feeling you get when thinking about this job. If you have positive feelings about it, then you are likely making the right choice to accept it.
If you feel unsure, continue to research the company. It's okay to ask the employer more questions about the role to determine if it's the ideal job for you. Find jobs. Company reviews. Find salaries. Upload your resume. Sign in. Finding a Job. Why it's important to think about the question, "Should I take the job?
Good first impression Exciting work or projects Higher compensation Opportunity for growth Educational resources Ideal work culture Low turnover rate Aligns with career goals Financially stable Pros outweigh cons Positive feelings. Good first impression. Did the employees here seem friendly? What did the social dynamics here look like? Do I like the layout of this workspace? Was my interviewer welcoming? Will I feel comfortable working here?
Longevity is also key, with software updates often rendering it impossible on older hardware. Improving software development Asking what is the smallest possible environmental footprint that could be used to make an application to guide the first stages of the software development cycle, should be fundamental.
Allowing Software Engineers the flexibility of trade-off software performance with environmental impact is key. Using AI as an example, consider that training a single neural network model can emit as much carbon as five cars in their lifetimes, and the exponential increase in computational power required to run large AI training models, balancing performance against ecological impact might be a worthwhile consideration.
Data Storage Not only might software development be a focus for businesses looking to improve their carbon footprint but also a consideration of data storage. With modern applications often deployed over the cloud, factoring in software deployment methods and storage requirements might help turn curb this trend. How Software Engineers can help make software accountable The principles of Sustainable Software Engineering are a core set of competencies needed to define, build, and run sustainable software applications and companies have a duty to make software an integral part of their sustainability efforts.
If you have competencies in sustainable software development or a business looking to incorporate green data initiatives, take a look at our latest Software Engineer jobs. Computer Weekly: Facebook self-imposes facial recognition moratorium Facebook, now rebranded as Meta, has recently committed to stop using their facial recognition technology and pledged to delete the biometric data of more than a billion people by the end of However, the company will still have access to the underlying algorithms and software for potential use in future products.
The public are becoming more aware of online rights, and actionable steps are being taken against big tech companies to limit technology such as facial recognition, both from individuals and government bodies. Retail-Week: Data: The festive run-in will depend on data insight rather than footfall How well have retailers used their data to learn about their products and customers over the past 18 months? This year, Retail Week says competitive advantage will show through how well retailers have translated the digital growth of the past two years into higher margins and profits, and increased sales.
Because retailers have access to such informative data, how they use that data is instrumental to their success. Data insight is especially crucial this year, as UK retail is hoping to see a much higher trading season in than , which saw only 0. According to Enterprise Talk, DevOps engineers are responsible for breaking down silos while simultaneously moving away from traditional development, deployment, and waterfall processes, which slow down the production of scalable, high-quality, and reliable software.
A DevOps engineer is a versatile profession, so if any of these skills stand out to you, you might be a good candidate for the field. Tech Bullion: What does a Data Engineer do? How to become one [step by step] Our world is becoming more data-driven every day — and we need engineers to manage it. What does a Data Engineer do? Designing and developing data platforms and all the data-related toolsMaintaining and improving the data infrastructureDealing with machine learning algorithmsData visualisation.
How do you become a Data Engineer? Some of the most important topics in this field are big Data Management tools, relational databases, data pipeline and workflow management tools, and cloud computing services. And some tangible skills you should focus on are data transformation techniques, Machine Learning libraries and frameworks, and data storage solutions especially designing and building Data Warehouses.
According to our study, which involved 4, respondents, more than 1 in 3 of all new hires made in the 18 months to September were female compared to just 10 per cent for the entire tech sector. Additionally, we were pleased to see that the gender pay gap at entry-level has fallen to 6 per cent versus the national average of 7.
What we can take from these encouraging results is that not only are employers doing more to welcome and retain female talent in the workplace, but further support is happening a lot earlier on — at education level — to ensure women are given equal opportunities and encouraged to take up STEM careers.
As mentioned in a recent blog, in order to see more women moving into the STEM sectors, there must be more engagement at a younger age. This helps avoid the STEM cliff, which is usually seen at around eight or nine years of age, whereby young girls become disengaged and usually fall away from learning. This then creates a ripple effect and only a few years later, we see the results: a very male-dominated space. Thankfully, as we can see in our latest report, the tables are turning.
Indeed, the number of women working in the sector at all levels dipped by 2 per cent to 28 per cent of all professionals. At senior management level, the number halves from 40 per cent to 24 per cent while the number of women operating on executive teams has also seen a fall from 24 per cent to 12 per cent.
Furthermore, the gender pay gap across the board has widened by 3. It is vital that leaders continue to maintain the new, innovative ways of working which have been initiated by the pandemic, such as remote and flexible working, that have proven to offer a wider range of opportunities to a much broader demographic.
Companies must also continue to be as open, honest, and transparent as they have been in the past 18 months with their employees, regularly listening to their needs and wants to make the working world as accessible as possible.
It has taken a long time and immense effort to create change and appreciating this will be the momentum that spurs us to continue this hard work.
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