Dennis Patel

Everyone loves to talk about salary negotiation. But here’s the truth most don’t want to hear… It all comes down to two things: 1. How much leverage you actually have 2. Whether you’re willing to walk away That’s it. That’s the game. In a hot market, candidates have more power. In a cold market, the power shifts back to the employer. And right now? We’re in the most competitive market in over a decade (in tech). So here’s my advice: If you’re unemployed with no pipeline, tread lightly. You’re not negotiating from strength. You’re negotiating from hope. Some examples: Scenario 1: You’re gainfully employed You don’t have to move. You can afford to be selective. You can negotiate harder because you’re not desperate. And you know that if this one falls through, you’ll be just fine. This is real leverage. Scenario 2: You’re unemployed but have multiple interviews You’re not in the clear, but you’ve got options. That gives you room to counter. You might lose one offer, but you’ve got 2-3 more in motion. This is calculated risk. And it’s worth taking sometimes. Scenario 3: You’re unemployed with no pipeline This is where people get in trouble. You try to negotiate a few extra bucks, and the company simply moves to the next person. Now you’re back to square one, no offer in hand. I’ve seen it happen. Regardless of your leverage, here’s something else to consider: If your tone feels combative or you push too hard, they may see you as a future flight risk. And no company wants to onboard someone who’s already seen as a problem. This isn’t about not negotiating. It’s about knowing when and how. If other recruiters are hitting you with better offers, bring those receipts. If you’ve got market data to support your ask, use it. If you’re walking away from something good, say so. But if all you’ve got is vibes, it’s not a negotiation. It’s prob not gonna work out.

Work hard so your boss can afford another Porsche

Find you a girl the way that CEOs look at RTO mandates

Corporate America flipped the script. Not too long ago CEOs called employees their most valuable asset. Now they’re cutting perks, pushing RTO, and saying “be glad you have a job.” Tougher tone. Smaller teams. More work. This is the first true employer’s market in over a decade, at least in tech. The shift is being driven by: • Economic uncertainty • AI replacing low leverage tasks • Overhiring during the pandemic • Executive pressure to boost output with leaner teams The message is clear: Adapt, automate, or be replaced. I don’t think this will last forever, but for now, power is back at the top.