:40 read | Take the poll on LinkedIn here
End of year bonuses are a retention play. It’s November. As if we didn’t have enough hiring challenges this year…
The strategy is simple: Bonus through December, but pay in March/April.
Depending on the amount, you might be walking away from a ton.
Recruiters see this every year. Some (not all) job seekers put their search on pause until they get paid.
Less candidates on the market. Further out start dates.
Unless the hiring company makes a big flex: the sign on bonus. To offset the loss of a yearly bonus.
That, of course, raises a host of other questions and issues:
Matching bonuses with sign-ons dollar for dollar isn’t something all companies can afford
If you’re leaving a job, isn’t it also reasonable to assume you’re always giving up...something?
If you really love the new opportunity, does a sign-on matter?
Is paying a sign-on to offset one person’s bonus but not everyone an acceptable inequity?
I’m always surprised how many hiring companies are caught unaware at offer time. More on that soon…
In the meantime, I’m curious to hear how job seekers strategize on this. Poll below.
You can follow me on LinkedIn here. Join the discussion on this LinkedIn post (or give it a 👍) here.