Ask Amanda is an advice column for you to anonymously submit questions about the soft skills and hard topics you need to master as a go-to-market leader.
With a deep understanding of how EQ shapes decision-making, team dynamics, and lasting success, Amanda McGuckin Hager of TrueDialog is here to help you unlock your leadership potential, one question at a time.
Amanda,
What metrics and soft qualities do you use to evaluate job offers? [I just received two job offers.] I love the people at both, and the compensation is the same. What is the best way to evaluate them?
From,
Lucky
Dear Lucky,
How lucky you are to have two job offers with the same comp and great people at each one. Kudos to you! You asked two fantastic questions.
Let’s address the first: what metrics do you use to evaluate them?
Take a look at the broad market - is the market growing? Look at growth metrics in any industry or analyst reports and for specific metrics like Compound Annual Growth Rate (CAGR) for the market.
Secondly, the company's metrics, such as historical revenue, headcount growth, and the ratio of CAC to LTV are excellent metrics for evaluation. Now, bear in mind if the company is private, you are often at the mercy of the person sharing these metrics with you, as financials are not reported publicly. Sometimes, the messenger can exhibit rose-colored glasses. However, another way to explore this is to ask to speak to an investor and, in that conversation, explore their investment thesis. (Also consider talking to customers to explore what they enjoy about working with this company.)
Finally, look at the competitive landscape - who are the other major players? Who is leading the market? How stiff is the competition? It’s worth noting that there is no right or wrong answer to these questions; the answers are only intended to help you decide what is right for you at this point in your career.
Now, let’s explore the second question: what soft qualities do you use to evaluate job offers?
There is so much nuance here. I have learned that understanding a company's culture from a brief interview process is an unrealistic expectation. Knowing the undercurrents of priorities, pressures, and personalities from the outside is nearly impossible.
Furthermore, while values can be spoken, they are best expressed in action - witnessed only after you are on the inside and working side by side with the others. With that said, look for personalities in the interview process - can you build rapport? Do you feel listened to and supported, or do you feel talked down to and pushed aside?
Next, look at opportunities for career development; do you see opportunities to add additional scope (growing your position in breadth) or other ways to advance your career (elevated titles, bigger companies, or leading strategic projects)?
Finally, have you personally explored what you seek in your ideal working environment? Certainly, there are significant benefits to explore: location (in-office vs. hybrid vs. work from home), flextime, unlimited PTO, social events, employee resource groups, pet-friendly offices, wellness days, camaraderie, paid lunches, community, teamwork, accountability, and more.
Either way, count your blessings and thank your lucky stars to be in such a great position!
Best,
Amanda McGuckin Hager a.k.a. Ask Amanda
Amanda regrets she cannot reply to questions individually. By submitting your questions to Ask Amanda, you agree to have them published anonymously on Pavilion’s Blog.
