Latest news with #salarynegotiation
Irish Times
2 days ago
- Business
- Irish Times
Housing Agency raised salary for incoming CEO by over €23,000
A pay increase of more than €23,000 was approved for the new chief executive of the Housing Agency after negotiations between two government departments. The post was meant to be filled with a starting package of €161,593 a year, the first point on the Assistant Secretary salary scale of the Civil Service. However, the Housing Agency said their preferred candidate had been paid a higher salary than that in his previous role in the National Treasury Management Agency (NTMA). They argued that their new CEO, Martin Whelan, should start at €184,852 a year, the fourth and final point on the agreed salary scale. The Department of Public Expenditure said that, based on his 'substantial knowledge and experience' and his previous salary, they would have 'no objection' to the higher package. Internal records detail how the Housing Agency was left without a CEO when their previous boss, Bob Jordan, resigned in September last year after a three month notice period. An email from the Department of Housing said: 'Given the short lead in time to Mr Jordan's resignation, there is an urgency in commencing the recruitment process. 'It may be a case that an interim CEO will be required for a number of months as it is imperative that the work and consequential outputs of the Housing Agency is uninterrupted while the substantive CEO process is ongoing.' The Department of Public Expenditure said in response that it had no objection to a person being appointed on an acting basis if the need arose. Department officials said at the time that the full-time appointment should be made on the Assistant Secretary level which begins at €161,593 per year and with no perks permitted under Government policy. In November, the Housing Agency said they had found a candidate for the role but submitted a business case to seek a higher starting pay rate. It said that while Mr Whelan was 'enthusiastic about the role', he had 'requested a review of the remuneration package'. 'To address this and to reflect the level of experience and expertise Mr Whelan will bring, the agency proposes appointing him at the top of the Assistant Secretary scale, €186,701.' It said a committee led by the chairperson of the Housing Agency fully supported it and believed it was a 'prudent and necessary investment'. As part of the business case, the Department of Housing said they agreed that Mr Whelan should start on the higher rate of pay. There were further discussions with details sought on how many people had applied and how many were considered suitable for the role. In mid-November, the Department of Housing said it was hoping for a final decision as the matter was now 'very urgent and impacting the business of the agency'. On November 29, an email from the Department of Public Expenditure said they had closely considered the case and the candidate's previous experience. 'Taking into account his current salary in the NTMA, [we] would have no objection to the Housing Agency negotiating a salary up to the fourth point of the Assistant Secretary scale,' said the message.
BreakingNews.ie
2 days ago
- Business
- BreakingNews.ie
€23k pay increase approved for new chief executive of Housing Agency
A pay hike of over €23,000 was approved for the new chief executive of the Housing Agency after negotiations between two government departments. The post was meant to be filled with a starting package of €161,593 per year, the first point on the assistant secretary salary scale of the civil service. Advertisement However, the Housing Agency said their preferred candidate had been paid a higher salary than that in his previous role in the National Treasury Management Agency (NTMA). They argued that their new chief executive, Martin Whelan, should start at €184,852 per year, the fourth and final point on the agreed salary scale. The Department of Public Expenditure said that based on his 'substantial knowledge and experience' and his previous salary, they would have 'no objection' to the higher package. Internal records detail how the Housing Agency was left without a chief executive when their previous boss Bob Jordan resigned in September last year after a three-month notice period. Advertisement An email from the Department of Housing said: 'Given the short lead in time to Mr. Jordan's resignation there is an urgency in commencing the recruitment process. 'It may be a case that an interim CEO will be required for a number of months as it is imperative that the work and consequential outputs of the Housing Agency is uninterrupted while the substantive CEO process is ongoing.' In response, the Department of Public Expenditure said they had no objection to a person being appointed on an acting basis if the need arose. They said the full-time appointment should be made on the assistant secretary level which begins at €161,593 per year and with no perks permitted under government policy. Advertisement In November, the Housing Agency said they had found a candidate for the role but submitted a business case to seek a higher starting pay rate. It said that while Martin Whelan was 'enthusiastic about the role,' he had 'requested a review of the remuneration package.' The business case said: '[His] current salary at the NTMA is [redacted] which contrasts with the €163,209 at the first point of the assistant secretary grade. 'To address this and to reflect the level of experience and expertise Mr Whelan will bring, the Agency proposes appointing him at the top of the assistant secretary scale, €186,701.' Advertisement It said a committee led by the chair of the Housing Agency fully supported it and believed it was a 'prudent and necessary investment.' As part of the business case, the Department of Housing said they also agreed that Mr Whelan should start on the higher rate of pay. There were further discussions with details sought on how many people had applied and how many were considered suitable for the role. In mid-November, the Department of Housing said they were hoping for a final decision as the matter was now 'very urgent and impacting the business of the [Housing] Agency.' On November 29th, an email from the Department of Public Expenditure said they had closely considered the case and the candidate's previous experience. 'Taking into account his current salary in the NTMA, [we] would have no objection to the Housing Agency negotiating a salary up to the fourth point of the assistant secretary scale,' said the message. Asked about the records, the Department of Public Expenditure said they had nothing further to add.
Yahoo
09-07-2025
- Business
- Yahoo
OysterLink Finds Salary Talks Hold Back Hospitality Job Seekers
LOS ANGELES, July 9, 2025 /PRNewswire/ -- OysterLink, the hospitality job platform built for the frontlines, has released new data revealing that salary negotiation is the top area where hospitality professionals seek career advice. In a poll conducted by OysterLink, participants were asked: "What kind of career advice would help you most right now?" The responses were telling: Salary negotiation – 41% Career growth strategies – 29% Resume tips – 18% Interview preparation – 12% These results reflect a growing desire among hospitality workers to take more control over their financial future and advancement opportunities. In an industry known for high turnover and wage stagnation, the emphasis on negotiation underscores a shift toward self-advocacy and long-term career planning. "We're seeing more professionals in hospitality realizing their worth and actively seeking tools to navigate pay conversations," said Milos Eric, General Manager at OysterLink. "This marks a cultural change — from just getting the job to making sure it works for you in the long run." The poll is part of OysterLink's broader effort to understand the evolving needs of hospitality talent — from kitchen staff and servers to hotel managers and bartenders — and provide resources that reflect real challenges and ambitions. In recent months, OysterLink has also polled its growing online community (now over 27,000 LinkedIn followers) on topics like job-hunting frustrations and the most overlooked skills in the industry. Each data point informs content and tools tailored to help candidates succeed — and help employers better understand what today's workforce actually values. OysterLink is launching new guides, employer tips, and frontline-focused tools later this year — including insights around negotiating wages, evaluating job offers, and mapping out a long-term career in hospitality. About OysterLink OysterLink is a leading job platform dedicated to the hospitality industry. We connect restaurants, hotels, and hospitality employers with skilled candidates across the U.S. and internationally. With job listings like barista in San Francisco or pastry chef jobs in Los Angeles, industry insights, and career resources, OysterLink helps professionals build rewarding careers in the hospitality industry. Currently, OysterLink attracts over 400,000 monthly visitors and continues to grow steadily. For more information, visit or contact PR Rep Ana at ana@ Media Contact press@ View original content: SOURCE OysterLink
Forbes
27-06-2025
- Business
- Forbes
The Power Of Poise In Salary Negotiations
Poise and preparation turn high-stakes salary conversations into confident, collaborative ... More agreements. Salary negotiations can trigger a wave of nerves even in the most seasoned professionals. But here's the truth: poise isn't just a nice-to-have in these moments—it's a power play. When you stay calm, grounded, and strategic, you not only make a better impression but also significantly improve your chances of landing the offer you deserve. Poise shows confidence, control, and clarity—and that earns respect. Here's how to stay composed and compelling when it matters most. Prepare Your Strategy Before You Walk In Confidence comes from preparation. Before any negotiation, research the average salary range for your role, industry, and location. Use platforms like Glassdoor, or Payscale to get a realistic picture of what you should be earning. Know your numbers: what's your ideal salary, your target, and your walk-away point? Yet many professionals skip this step: according to a survey by ResumeGenius, 55% of American workers accept the first offer without negotiating, often because they feel too uncomfortable to negotiate. Preparation gives you the clarity and confidence to avoid leaving money on the table. Next, outline your value. What accomplishments, skills, or experience justify the salary you're aiming for? Write them down. Practicing how to present these points succinctly will help you stay calm when the stakes are high. Rehearse For Calm, Not Just Content Practice goes beyond knowing what to say. It's also about how to say it. Rehearse your delivery with a friend, mentor, or even on camera. Focus on keeping your tone steady, your posture open, and your phrasing clear. This helps reduce nerves and trains your body and voice to project confidence. Use role-play scenarios to prepare for potential pushback. Practice saying phrases like, 'Based on my experience and the market data I've seen, I was expecting something closer to...' or 'I'm confident I can contribute at a high level and would love to align on something mutually beneficial.' Control The Tempo Of The Conversation One of the biggest mistakes candidates make is rushing. Poise is about pacing. When a recruiter throws out a number or question, don't feel pressured to respond instantly. Take a breath. Pause. Then respond. If you need time, say so: 'Thanks for sharing that. I'd like to take a moment to consider it,' or 'Would it be okay if I followed up with you tomorrow?' You're allowed to take space to make a smart decision, and asking for it calmly only reinforces your confidence. Redirect Nerves Into Questions Instead of letting anxiety spiral into silence or rambling, channel it into curiosity. Ask thoughtful questions about the role, performance expectations, or long-term growth. This not only helps you gather more information, but it also repositions you as an engaged professional rather than a passive recipient. You might say, 'Can you share more about how compensation is structured for this role?' or 'How does your team typically reward top performers?' Poised candidates don't just accept the first offer—they investigate how it aligns with their goals. Set Boundaries Without Apologizing There's a difference between being polite and being passive. When a number doesn't meet your expectations, say so firmly and respectfully. You don't need to apologize for advocating for yourself. Try phrases like: 'That's below the range I was expecting based on my research and experience,' or 'I'd love to continue this conversation if we can get closer to X.' These boundaries let the employer know you're serious about your worth and that you're not afraid to walk away if it's not a fit. Follow Up With Grace And Clarity Whether you accept the offer or ask for more time, your follow-up matters. Thank them for their time, reiterate your enthusiasm for the role, and clearly state your position. If you're negotiating, make sure your request is specific and tied to your value, not just your needs. You can say something like: 'Thank you again for the offer. I'm excited about the opportunity and feel confident about the value I can bring. Based on my experience and the market data I've reviewed, I was hoping we could explore a base salary closer to X.' At the heart of every successful salary negotiation is a simple truth: you have to believe in your own value before anyone else will. Poise isn't about staying silent or playing it cool. It's about showing that you know what you bring to the table and refusing to shrink under pressure. Staying calm doesn't mean being passive. It means being intentional. When you prepare, communicate clearly, and advocate confidently, you're not just negotiating your salary—you're setting the tone for how you expect to be treated moving forward. So take a breath, trust your prep, and hold your ground. You're not lucky to be at the table—you earned it. Now claim what you're worth, with poise. You've got this!
Independent Singapore
25-06-2025
- Business
- Independent Singapore
‘Too young to lead? Too expensive to hire': 26-year-old jobseeker says her age, past job titles, and salary expectations are putting off potential employers
SINGAPORE: A 26-year-old jobseeker recently shared on Reddit that her age, past job titles, and salary expectations are putting off potential employers. In a post on the r/askSingapore forum, she explained that she has spent the past six years building her career in marketing, gaining experience through both in-house roles and freelance projects. Her resume includes titles like 'Senior Marketing Executive/Assistant Marketing Manager in MNCs or Marketing Manager positions in SMEs,' where she was involved in everything from strategy to execution. During her university years, she also ran her own freelance digital marketing business, working with over 20 clients. Altogether, she's built up a solid portfolio featuring 'more than 80 campaigns and projects.' Despite her solid track record, she said many hiring managers seem unsure about how to assess her profile. The combination of her age and senior-sounding job titles has raised eyebrows in interviews. For instance, she received pieces of feedback like, 'You're so young and already a manager?', 'Why are you applying for a Senior Executive role when you've already held Manager positions?', and 'Not sure if you're ready to lead, you'll be managing people older than you.' She continued, 'And worst of all, when it came to salary negotiations, one hiring manager literally laughed in my face and said: 'You're asking for so much. People your age usually only earn S$3.5k–4k.' My current salary: S$5.2k before CPF.' According to her, the manager titles weren't just for show. At her past SME jobs, she had to wear multiple hats and even led small teams of three to four people. She believes the titles were fair based on the scope of work and responsibility she carried. Still, she's realistic about the fact that joining a larger organisation might mean starting at a more junior level, such as Assistant Manager or Senior Executive. 'I fully expect that my 'rank' would drop,' she said. 'And honestly, that's not a big problem for me. The title doesn't matter as much, I'm more focused on the scope and opportunities.' Looking for advice, she asked other locals, 'Should I downgrade my job titles on my resume? I know that adjusting my titles might affect future salary negotiations. I've worked LIKE A DOG the past six years and I really don't want to undersell myself la… even if I'm okay with a lateral move or slight pay cut given the current market.' 'Would love to hear your thoughts, especially if you've faced age-related bias, or had to make similar decisions when it comes to resume strategy.' 'No, don't downgrade your titles. You earned them.' In the comments, many Singaporean Redditors discouraged the jobseeker from changing her previous titles just to appease recruiters and potential employers. One said, 'You can show humility during the interview, but never undersell yourself for the things you have accomplished. Dare to command the premium because you should be confident in what you have done and achieved in your previous role, regardless of whether it is an MNC, SME, or a start-up.' Another commented, 'My honest take? No, don't downgrade your titles. You earned them. In SMEs, wearing multiple hats and leading small teams is normal, and that experience counts. Downgrading your title might help in the very short term with gatekeeping hiring managers, but long term, it risks underselling yourself.' 'Also… that hiring manager who laughed at your salary ask? That was just unprofessional and probably projecting or even salty. In a decent MNC or high-growth startup, S$5.2k isn't even that crazy.' A third echoed this sentiment, stating, 'Ignore the hiring manager who said you're asking for so much. Outdated mindset and stuck in the past. In MNCs, S$3.5-4k is fresh grad pay right now.' Is it okay to tone down your resume to get a job? Some job seekers wonder if they should tone down their resumes or tweak their job titles to avoid looking 'overqualified' for certain roles. But according to career experts, that's not a smart move. Former Disney executive Carrie Stone says misrepresenting your credentials can seriously backfire. She told Monster , a global employment website, 'We do not recommend that job seekers hide relevant information. If job seekers misrepresent credentials, they are seen as dishonest, and employers will question their integrity.' William Finlay, a sociology professor at the University of Georgia, agrees. He explains that fudging your past roles or experience is often a 'deal breaker because it calls the candidate's honesty into question.' So what should you do instead? Instead of toning down your resume, experts say it's better to tailor it to the role you're going for. According to certified professional resume writer Tracy Parish, your resume should be 'custom-designed' for each job you apply to. This means listing down all the skills that actually matter for the position and showcasing the qualities/traits the company is likely looking for. Also, if there are parts of your experience that don't apply to the role, you don't have to include every single detail. It's okay to leave out unrelated positions or accomplishments if they don't add to your case. And don't forget the cover letter. Stone says this is where you can address any potential concerns upfront (like your level of experience or age) and reframe them as assets. Read also: Singaporean says he's not having kids due to high cost of living and climate change: 'Don't see much hope for this world' Featured image by freepik (for illustration purposes only)
