How to handle competing job offers with aplomb

In My Humble Opinion
1

Let me lay out the situation.

Job #1, the job I would prefer to have. Permanent position, pay stays about the same as at previous job. Stay within the field I’ve been in for the past dozen years. Will not have to relocate – stay in the same house, kids stay in their schools, stay near our families

Job #2, the second-choice job. 12-month contract, substantial bump in pay. Would start over in a new field (though I am a data professional, so the basic tenets of data management still hold). Will not have to relocate for the next year, but might have to after 12 months is up. Would be employed by the contracting firm, not the client firm. The contracting firm places people globally – after one year, they might tell me (a) “We have nowhere to place you right now”, or (b) “We have an immediate placement overseas, how fast can you get there?”

…

Right now, Job #1 and Job #2 don’t know about each other. They believe they are dealing with me exclusively.

Second-choice Job #2’s pursuit is more aggressive. I am chiefly dealing with one contract-firm recruiter, who likely has a commission at stake. They’ve done everything over the phone (one 20-minute phone interview on 3/28 with three of the client firm’s people) or e-mail. In just a few business days, they went from that one phone interview to a verbal offer (nothing in writing yet) and a proposed start date. No meeting with anyone in person. No second interview. I’ve gotten some employment screening information via e-mail this morning. That phone interview went very well, but my spidey sense is still going off. Why is their hiring process so superficial? I have researched the contracting firm … from all I can tell, they are a legit company.

The favorite, Job #1’s pursuit has been slower and more traditional. First interview (chief admin officer and HR) on 3/22, second interview with company owner and HR on the 3/29. After second interview, was told by HR person “You did wonderfully [in the interviews].” and “The principals have crazy travel schedules. It can take a week to a week and a half to get your offer, but they might expedite things for you and the offer will come in a few days”. The position I interviewed for for was never advertised – I got a tip from a former colleague who works there. I am given to understand that no one else has interviewed for the position, not even an internal candidate.

…

What I am hoping for at this point is that Job #1 comes in with a written offer ASAP and beats Job #2 to the punch. Unfortunately, without that Job #1 offer, I have had to proceed with Job #2 as though they are my first choice. I got a proposed start date with Job #2 this morning. Since I never got a written offer, I asked if Job #2 could send me one – this should buy me a little time.

Anyway – what I am concerned about is avoiding a situation where either of these two cases happens:

 (a) After too much time passes, I commit to Job #2 right before Job #1 makes a written offer. 

 (b) The worst case scenario: Something goes wrong on both ends, and neither job comes through (though that seems close to impossible with Job #2 at this point).

So … my questions for the house:

Can I let one or both potential employers know the broad strokes of the situation? It’s not cool to call Job #1 and tell them about the full-court press from Job #2, is it? Asking them to hurry up seems out of bounds – but maybe there’s a better, more subtle way to approach things?

And I totally assume it’s a terrible idea to tell Job #2 that I am waiting for on an answer from somewhere else before I fully commit. However, I would like to be able to gracefully bow out when/if it comes time to do so. So far, I have been very careful with my words with Job #2 – I tell them I’m glad to be considered, and I tell them that the things they propose sound “great”. I have not told Job #2 that I am on board yet. Nevertheless, they seem to be to be proceeding as if I am on board.

…

To reiterate and to be clear:

Job #1 – First choice. No verbal or written offer, just advice from the HR person that attended both interviews that I should expect an offer in the next week or so (but maybe quicker).

Job #2 – Second choice. Verbal offer only, written offer supposed to be coming as a formality. Employment screening process starting today.
Thanks in advance for any advice anyone can offer.

2

As one data professional to another, let me tell you this: Don’t Rush.

The market for data people is pretty crazy right now, and opportunity comes along more often than people realize. Especially contract opportunities. There’s a reason the contract job pays a lot more, and that’s because it carries substantially more risk. How will you feel in 12 months if you’re told (with little notice) that your next assignment is across the country (or the world) and you’re expected to relocate? You’ll be under the gun to go with it or somehow find a new gig.

Listen to your spidey sense, and ask a LOT of questions. Then go look up people on LinkedIn who have worked for this company and see if you’re connected to any of them and see what they have to say about it.

Finding GOOD data people is hard, and takes time. All parties should understand that there will be a lot of considerations…what about health insurance? Life? 401K? Get all that info in writing up front before you move forward. I once got an offer for a substantial bump in salary only to find out that the health insurance at this small company was going to cost 8K per year more than what I had. Bye bye substantial bump.

If you’re good at your job, don’t rush. Take the time to hear out the first offer. And unless you’re already paid above market rates, negotiate a bump in pay.

3

Thanks for the response, crazyjoe.

…

Meanwhile, Job #2 (second choice) has e-mailed me a blank I-9 and bunch of new-hire paperwork, employee manual, etc. Still no written offer, but I guess they consider me hired.

Was hoping to avoid burning a bridge, but I guess that’s not an option at this point.

4

Have you accepted Job #2? If not, tell them you need some time to consider their offer and that you will get back to them in a reasonable amount of time, 1-2 weeks.

Tell HR manager at Job #1, that you have a competing offer from another company, but that your preference is their company. And that you would like to have an answer from them within the next week or two, so that you can make your employment decision.

5

I would notify #2 that you are not ‘accepting’ the job until or unless you have a written offer in hand spelling out the terms of the contract and the salary.

I’ve never taken a contract IT position without having that in writing.

Has #2 offered you an actual contract to sign and return? Because without that, they could cancel the job on you at the last second and you’re screwed.

6

Even with that they can cancel the contract on you at the last second.

I place contract developers. More than once we’ve had something lined up with someone, everything is in place, and get the “oh, sorry, decided we aren’t doing that” call from the client. There isn’t anything I can do - even with a signed SOW in place - unless I want to take the client to court and never do business with them again (and even then, I’d likely loose).

As someone said, don’t rush. Don’t send the paperwork back - at least not yet. Call the HR department for company one and give them your status. They may say “oh, sorry to hear that, good luck” or they may say “oh, gee, can you hold off on that for a week while we make some decisions on our end…” There are more fish in the sea.

7

You are entirely within your rights and utterly reasonable to expect a written offer (or in the case of a contract position, an employment contract) which lays out benefits, job duties, employment requirements (do you have to pass some kind of background check? Do you have to travel a certain percentage of the time or be available on call?), and any kind of non-disclosures or prospective employment restrictions. If Job #2 isn’t willing to offer that before rushing you through the onboarding process, there is something wrong there; either their HR department is being pushed to get candidates on contract before they discover something problematic or they are so desperate for bodies because they have poor management and massive turnover. All things being equal, I’d hold out for Job #1, and if that doesn’t work out keep looking or negotiating (and investigating) with #2. There is absolutely no shame in negotiating and asking for clarification, and you should be looking out for your own interests first because no employer is going to do so.

Stranger

8

Thanks for the responses, everyone.

Dangerosa – I had thought a written offer or contract was gold. Thank you for the dose of reality.

Stranger – I share your caution. I have just asked Job #2 to “get it in writing”.

9

Absolutely, since you told us up front that Job #1 is your preference (your reasons are sound, too - there’s more to life than money). Decline Job #2, but don’t feel bad about it, because there will be something just as good (and maybe that very job) available to you again soon if you want it to be or if you just want/need the money.

10

The way #2 is pursuing you definitely seems like they are a bit fly-by-night and that they play fast and loose. Even though they are offering more money, the way they are operating is just triggering alarms for me and it sounds like it is for you as well.

11

Agreed. From what I can gather, #2 is a legit contracting firm and does not have a reputation for being fly-by-night. I’ve been out of the game so long (well, 12 years since I was last looking) that maybe things really are that different now where not sending a written offer is considered business as usual.

That said, #2 did come through on my request – they e-mailed me a written offer since I started this thread.

…

I also ended up calling Job #1 and letting them know what’s been happening (broadly). Friendly HR woman told me she was working on my offer letter as we spoke, and that I should expect it within the hour.

12

So…didja get it?

13

Also, it wouldn’t hurt to let Job #1 that Job #2 is offering you more money. Maybe they can’t match it (contract usually pays more), but I bet they can bump it and/or offer a signing bonus and/or offer more stock. Yes, you really want Job #1, but this is when you can negotiate.

14

While you can certainly negotiate based on different offers or salary and benefits, I would caution directly mentioning other offers to a potential employer or directly pitting offers against each other. You can certainly counteroffer based upon “my worth on the market” but you may piss off an employer by presenting an offer and demanding they match it, particularly if they are presenting a reasonable salary offer with good benefits and career opportunities. My former boss would reflexively reject someone if they came back and said, “I have this offer from Lockheed and you’ll have to match it to get me.” You might be able to pull that if you have companies competing to get you to take a C-level position but if you are mid-level management or below, you need to couch your negotiation in more subtle terms.

Stranger

15

Question. When you say “contracting firm” for Job #2, is it a consulting company (like Accenture or Cognizant) or just a contractor placement agency (what we call a “body shop”). That is to say, when your contract ends with this client, do you go “on the bench” and still collect a check until they find you another contract? I’m assuming it’s the latter (body shop).
From my own similar experience, I would hold off Job #2 until you get the offer in writing. Don’t tell Job#2 about the other pending offer. If you haven’t heard back from Job#1, go ahead and start Job#2 and just quit if your get the Job#1 offer.

The reasons:
-Job #2 sounds like a staff augmentation firm or contractor placement agency. The reason they are pursuing you so aggressively and with minimal face to face interaction is that all they care about is getting a viable candidate at their client.
-They are a contractor firm. Having contractors quit for a full-time position is not out of the norm.
-Most of those firms are shady as hell anyway.
-You want Job #1 more
-I know some people like the “flexibility” of contracting, but a full time job with a company is almost always better IMHO.

“Gold” as in “malleable, pretty to look at, but functionally not good for much”? These aren’t executive contracts with golden parachutes and exit clauses. They are simply SOWs to retain services for a period of time. And they always have clauses to cancel them for performance or economic reasons.

I’ve had offers rescinded for holding out too long waiting on another offer (which, fortunately, I ended up getting) and I’ve seen contractors contracts cancelled overnight.

Let’s not get greedy. Unless Job#1’s offer is way out of line with #2, it’s probably not worth the loss of goodwill trying to nickel and dime. They will probably say “we don’t pay as much as a contract, but you’ll have a long term career here blah blah…” And then what will you do?

16

From what I understand, when someone goes on the bench, they are NOT getting paid. So not quite like the “body shop” concept you outlined above. Job #2 does seem, internally, to call their employees “consultants” for their clients.

I have written offers from both now – say Job #1 is coming in at $1.00. Job #2 (the contract position) is coming in at $1.64.

Furthermore, Job #1 (preferred job) has already rejected my counteroffer of $1.09 (my original ask was $1.12 … yeah, I got caught having to throw out the initial number). They’ve told me their initial offer was their final offer :frowning:

Furthermore once more: was on the phone this morning with the recruiter for Job #2 (can I trust a commissioned recruiter? Who knows?) addressing some concerns about what happens after the contract is up. I am told (and this was in the written offer) that the contract is a 12 month minimum that is expected to last “an indefinite time longer”. What to make of THAT? Saying anything to get me in the door?

17

I do appreciate that there will be no better time to negotiate than now. Job #1 is not big enough to have stock or to offer signing bonuses. About a 40-person shop, though they are growing fast and have presence in several states.

18

Could the difference in salary mean that job #1 offers benefits and job #2 doesn’t? If so, the difference shrinks considerably - to somewhere around 1.33 vs. 1.64.

19

Though it is a contracting position, Job #2 offers similar benefits to Job #1. I believe the benefits may cost more through Job #2, though … have to double check.

20

Right, contract and job-shop-type operations do typically offer cafeteria-type benefits, but at your cost, not theirs. Make sure you have the full story.

Trust your gut. If #2 seems as fishy to you as it does to some of us, don’t waste any more time with them. #1 doesn’t come with long-term guarantees either because nothing does, but it’s the one that seems right to you, therefore it is. Accept it and don’t look back.