IT: Selecting the best job offer

1. SELECTING
THE BEST IT
JOB OFFER:
DOUGLAS PAULO
A SYSTEMATIC APPROACH
IT resources

2. /02
IT professionals are in high demand across the globe. And
thanks to today’s rapid innovation in many industries, that
demand is set to grow even more, especially for those involved
in application development, quality assurance, network, system
analysis, system analysis, and end user support, as well as for
database and data mining.
In the U.S. alone, nearly 779,505 new IT jobs will be available for IT professionals in
2023 which is translates to 19% growth in jobs—a trend that’s likely to be similar in
Europe, Asia, and other parts of the world.
The occupational outlook for IT is so positive that according to the 2014 Kelly Global
Workforce Index™, 73 percent of IT professionals worldwide are confident they’d be in
a good position to secure similar or better jobs if they were to change employers.
Along with growing opportunities, there’s also an increasing need among IT workers
for a solid method to evaluate job offers—one that doesn’t focus solely on monetary
compensation, but takes many more aspects into account to ensure a well-informed,
holistic career decision.
INTRODUCTION
KEY HIGHLIGHTS
In this ebook, you’ll
learn how to evaluate
and compare job
offers based upon:
• Financial Considerations
• Company Culture and
Work Environment
• Job Challenge and
Growth Opportunities
• Location
• Global Opportunities
• Salary Negotiation
and Counteroffers

3. /03
PART I:
FINANCIAL
CONSIDERATIONS

4. /04
There are two types of financial considerations to take into
account when evaluating a new career opportunity: those
related to compensation and those related to expenses.
Let’s take a closer look at each.
PART I: FINANCIAL CONSIDERATIONS
COMPENSATION
EXPENSES
87%
of IT professionals
considered financial
aspects a major factor
when accepting one
job over another.
In the U.S., the
median salary for
an IT professional is
The average starting salary
for an IT professional after
gradation is
$81k
$49k
COST OF LIVING
LOCAL AND
STATE TAXES
TAX EXEMPTIONS
COMMUTING AND
PARKING EXPENSES
SALARY
BONUSES
BENEFITS
401K
STOCK OPTIONS
RELOCATION
PACKAGE
PERKS:
• Training reimbursement
• Day care
• Gym memberships
• Commuting expenses

5. /05
Compensation
The 2014 Kelly Global Workforce Index shows that 87 percent of IT professionals
considered financial aspects a major factor when accepting one job over another.
Here are the main points to take into account when faced with a financial offer:
Salary: In the U.S., the national average salary for an IT professional is $81,000. The
average starting salary for an IT professional after graduating is $49,000. To evaluate
the salary offered, compare the annual sum to the going market rate for your
experience in your discipline.
Bonuses: Many companies offer bonuses. Make sure you understand the difference
between a one-time signing incentive as opposed to performance based bonuses. Make
sure to also inquire about the frequency and likelihood of performance based bonuses.
Benefits: Carefully evaluate the benefits packages. Evaluate what types of health,
dental, life, and disability coverage is offered and how it pertains to both yourself and
your dependents.
PART I: FINANCIAL CONSIDERATIONS

6. /06
401K: Assess the 401K plan, examining aspects such as which investment company
manages it, the fund options, how much the employer matches, and what the vesting
schedule is.
Stock options: Some employers offer stock options. Assess how much the
offered options are worth by multiplying the current stock price by the number
of shares offered. Bear in mind that the resulting sum can fluctuate based on rising
and falling stock prices. Find out what the vesting schedule is as well as what
restrictions apply to exercising your options.
Perks: If the employer offers perks such as educational reimbursement, day care,
gym memberships, or compensation for commuting, determine how that would
increase your disposable income.
Relocation package: Many employers offer relocation packages to cover the costs of
moving yourself and your family to a new area. Consider aspects such as reimbursement
for professional moving services, realtor assistance in buying and/or selling a home,
and travel costs.
PART I: FINANCIAL CONSIDERATIONS

7. /07PART I: FINANCIAL CONSIDERATIONS
Expenses
The flip side of the coin pertains to expenses. Depending on where the job is located,
you could have higher or lower costs.
Cost of living: Use CNN Money’s cost of living calculator to assess the cost of living in
the new location in comparison to your current location.
Local and state taxes: Local and state taxes vary, so visit the appropriate state and
municipal websites to find out what the tax rates are in the new location.
Tax exemptions: In an attempt to attract more business, some cities offer tax
exemptions to employees of certain types of companies. Find out what tax exemptions
are offered and for how long they apply.
Commuting and parking expenses: Depending on location, commuting and parking
expenses can be anything from a negligible amount to a considerable monthly expense
that should be taken into account when calculating costs.

8. /08
PART II:
COMPANY
CULTURE
AND WORK
ENVIRONMENT

9. /09
Company culture and work environment
go hand in hand, and it’s important to consider
whether they’re a good fit for you.
Take the time to speak with current employees to gain a good
impression of the company’s culture and work environment.
Consider the following aspects:
Corporate values: Study the company’s mission statement and history to gain an
impression of its values, and evaluate whether they match your own. Commitment to social
and environmental responsibility, innovation, diversity, and employee advancement are
important aspects to take into account.
Company reputation: Assess the company’s reputation in the industry and in the
business world in general. You can also visit Glassdoor to find out what current and former
employees say about working for the organization. Ask yourself how working for this
employer will impact your brand and career.
PART II: COMPANY CULTURE AND WORK ENVIRONMENT

10. /10
Public or private company: Is the company public or private, and how will that affect
your job security, income, and the types of projects you’ll be working on?
Matrixed or vertical organizational structure: The 2014 Kelly Global Workforce Index
shows that almost a third of workers prefer a matrixed organizational structure to
a traditional vertical one. Ask about the company’s structure and gauge how it matches
your preferences and work experience.
Ask about the company’s structure and gauge how it matches your preferences and
work experience.
Management/leadership: Find out who your direct leader will be, as well as which
professionals form the leadership of the company. Can you work with them?
Culture of innovation: If a culture of innovation and creativity where the status quo is
challenged is important to you, find out if the company offers this by assessing the kind of
projects it takes on and what type of work procedures are utilized.
Opportunity to work with knowledgeable colleagues: Working with knowledgeable
colleagues can help you enhance your skills and advance your career. Inquire who
your peers will be as well as what type of collaborations between departments and
organizations the company offers.
PART II: COMPANY CULTURE AND WORK ENVIRONMENT
Almost 1/3 of workers
prefer a matrixed
organization to a
vertical organization.
Vertical: Employees seeking
advancement within the
organization have a clearly
defined “career ladder,” with
each layer of the organization
representing another rung the
employee attempts to reach.
Matrixed: fewer layers of
management and greater
reliance on the use of
cross-functional teams
and collaboration.

11. /11
Work-life balance: A good work-life balance can help you perform better in your
job. Determine how the employer supports work-life balance by asking about things
such as flex work and telecommuting options, onsite day care and gyms, vacation or
personal time off, overtime policies, and employee support.
Collaborative or highly individual work: Some companies encourage highly
individual work, while others foster collaborative environments. Ask whether you’ll
be working predominantly solo or as part of a team, and assess whether that matches
your preferences.
Cutting edge technology and top notch equipment: The technology a company
uses says a lot about how cutting edge your work will be. Inquire about the types of
technology and equipment the employer uses, as well as how often new developments
are incorporated into the workflow.
Hours, attire, and office space: Find out if the hours are reasonable, what kind of
attire is expected, and what your office space will be like.
PART II: COMPANY CULTURE AND WORK ENVIRONMENT

12. /12
PART III:
JOB CHALLENGE
AND GROWTH
OPPORTUNITIES

13. How challenging a job is and what growth opportunities it
offers can have a significant impact on how engaged you are.
Some companies are better suited to challenging work and career advancement
than others.
Let’s take a closer look at what to consider:
Responsibilities in relation to skill set: Evaluate your responsibilities and day-to-day
duties in relation to your skill sets and what you want to be doing. Do you understand
your responsibilities and are you capable of performing them well?
Management style: Consider what management style works best for you. Do you work
best when managed hands-on or do you flourish in a highly autonomous setting with
little guidance?
Challenging work: Will the role challenge you to expand your skills and capabilities in a
direction you want to go? Does it offer opportunities for you to contribute in a manner
that brings projects to the next level?
Impactful work: Find out whether the projects you’ll be working on will have an
impact within your company, industry, and even society as a whole. Will you have the
opportunity to work on projects that can affect the status quo in a good way?
PART III: JOB CHALLENGE AND GROWTH OPPORTUNITIES /13
BEFORE COMMITTING
TO A POSITION, IT’S
ADVISABLE TO LEARN
ABOUT THE CAREER
PATHS OFFERED WITHIN
THE COMPANY.

14. Two-thirds of
IT professionals
consider training
and development
opportunities when
choosing between
two jobs.
Training and development opportunities: Inquire if the company offers training
programs, and if so, what kind. Does the employer support continued education?
Will you have access to a mentorship program, and if so, what kind of professional will
be your mentor?
Opportunities for advancement: Before committing to a position, it’s advisable to
learn about the career paths offered within the company. Some employers also offer
career management support to help you advance in a direction that benefits yourself
and the company.
Tenure: Especially if you’re applying to an educational organization, ask if it offers tenure
to IT professionals. If it does, inquire how many tenured positions are available and what
the tenure-track program entails.
Recognition: Being recognized for your contributions is extremely important.
Investigate whether the company highlights individual contributions within the
company and whether it includes individual recognition when publicizing company
accomplishments. It’s also advisable to discuss company policy regarding contributing
to trade publications and other extracurricular activities that can enhance your
credibility as an expert in your field.
/14PART III: JOB CHALLENGE AND GROWTH OPPORTUNITIES

15. /15
PART IV:
LOCATION

16. Location plays an important role when weighing
your career options.
Local businesses: The presence of companies that attract innovation to the area can
play a significant role in the kind of projects you’ll be working on. At the same time, the
more innovative companies there are in the area, the better your prospects in the event
you want to move on to another job after a few years.
Job market: If your partner or spouse is relocating with you, he or she will most likely
want to find a job in the new location. Check out the overall job market, since local
unemployment can be high or certain professions may not be in demand.
Schools: If you have children, research the quality and rankings of the public and private
schools in the area. Great Schools is a good resource to get a general impression of local
educational institutions. For more detailed information about rankings, you can contact
the state’s Department of Education.
PART IV: LOCATION /16
LOCATION CAN
IMPACT MANY
THINGS, INCLUDING
YOUR HOUSING
SITUATION, YOUR
FUTURE CAREER
OPTIONS, AND
YOUR FAMILY’S
EDUCATIONAL
AND EMPLOYMENT
OPTIONS.

17. Healthcare: Assess whether the area offers the level of healthcare you require. Are there
good family practitioners, dentists, and hospitals? If you or one of your dependents need
special care, are those specialized services available?
Housing market: Find out what the housing market is like. Assess whether it’s a buyer’s
market, and compare the prices to those in your current location. Speak to a local realtor
to find out if you’re likely to recoup your investment if you buy a home now and sell
within a few years.
Crime rate: Especially if you have a family, it’s important to consider the crime rate in
the new location. Contact the local police department for detailed information on crime
statistics or reference a crime-mapping website like Crime Reports.
Infrastructure and commute: Research the local infrastructure to gain an impression of
how long your daily commute will be, whether commuter rails are offered, and how close
the nearest airport is if your job will require extensive travel.
Travel: If business travel will be a large part of the job, find out how often, how far, and
for how long you’ll be traveling. Consider how it will impact your performance as well
as your personal life.
/17PART IV: LOCATION

18. /18
PART V:
GLOBAL
OPPORTUNITIES

19. According to the
2014 Kelly Global
Workforce Index, 38%
of IT professionals
considered global
opportunities when
choosing between
two jobs.
With the current worldwide shortage of IT professionals and a
quickly rising demand, there are likely to be increasingly more
international opportunities available.
Yet however alluring the career benefits, international relocation should be properly
evaluated to ensure positive consequences for both your career and personal life.
Take the following points into account:
Regional business climate and opportunities: Study the specific area where the job
is located to determine whether the business climate is positive for your career. Is it a
region known for innovation and important work? Will you have access to resources or
opportunities you otherwise wouldn’t have? Will you be working with professionals who
can help move your career forward?
Geopolitical considerations: National and international politics can have a significant
impact on everything from the type of projects you’ll work on to how safe you and your
family feel. Investigate the destination country’s domestic and international political
situation, as well as its relationship to your country of origin, to gain an impression of the
political situation.
/19PART V: GLOBAL OPPORTUNITIES
38%

20. Personal preference: Whether living overseas is right for you or not has a lot to do with
personal preference and ability to adapt. Ask yourself whether you and your family can
be happy in another country by looking at aspects such as culture, religion, gender roles,
etiquette, education, income levels, and crime rates. Also study the geography and
climate, and evaluate if you will enjoy living in that environment.
If you want in-depth information about what life is like for expats in various countries
around the world visit Expatica, an extensive resource with articles about everything from
healthcare and home buying to schools and social events. To hear personal experiences,
it’s advisable to join the forums and connect with people who are living, or have lived, in
the country you’re considering moving to.
/20PART V: GLOBAL OPPORTUNITIES
HOWEVER ALLURING
THE CAREER BENEFITS,
INTERNATIONAL
RELOCATION SHOULD
BE PROPERLY
EVALUATED TO
ENSURE POSITIVE
CONSEQUENCES FOR
BOTH YOUR CAREER
AND PERSONAL LIFE.

21. /21
PART VI:
SALARY NEGOTIATION
AND COUNTEROFFERS

22. Sites that can help you
benchmark average
salaries include:
• Career One Stop
www.careeronestop.org
• Salary.com
www.salary.com
• PayScale
www.payscale.com
• Glassdoor
www.glassdoor.com/
Salaries/index.
Selecting the Best Job Offer.
Compensation is arguably one of the most important aspects to consider when selecting
the best IT job offer. Keep the following points in mind when preparing to negotiate
your salary:
Don’t settle: Failing to negotiate is a mistake frequently made by younger job seekers
as well as female professionals. However, many employers expect you to negotiate
and therefore start by offering their lowest bid. Accepting a low offer has far reaching
consequences: not only will you possibly be paid less than you’re worth, but since raises
and 401K contributions are typically based on a percentage of your salary, you’ll continue
to receive less than if you were to negotiate a higher initial remuneration.
Find out what a competitive rate is: It’s important to keep in mind that salaries vary
depending on location, industry, position, and qualifications. For example, the median
annual salary for a software engineer is $78,281; an IT project manager earns an average
of $84,216 per year; and a software developer can expect a salary of $69,457 annually.1
You can research salaries on sites such as payscale.com, salary.com, and glassdoor.com.
/22PART VI: SALARY NEGOTIATION AND COUNTEROFFERS
1
http://www.payscale.com/research/US/Industry=Information_Technology_(IT)_Services/Salary

23. Assess your unique value: Because a lot of IT work is project based, many IT
professionals possess very specific, hard-to-find skills. If you possess a skill that’s a key
differentiator and makes you the best person for the job, then you should investigate
whether you can negotiate a higher rate based on your unique value.
Leverage your recruiter relationships: Speak with any recruiters you work with to
determine what a reasonable compensation range would be for an IT professional with
your credentials. Always make sure that the people you consult are fully aware of your
experience and skills, as well as the demands of the position you’re considering.
Take all aspects of the compensation package into account. What you are paid
is far more than just your salary: it also includes bonuses, benefits, and the other
compensation factors listed on page 5. Calculate exactly how much these additional
factors add to your annual salary in the form of future revenue, savings, or disposable
cash before you make your final decision.
/23PART VI: SALARY NEGOTIATION AND COUNTEROFFERS

24. Find out when you’ll be eligible for a raise. The value of a high salary can be tempered
if you have to wait a long time before you get a raise, while a lower salary might be
acceptable if you’ll be promoted within a few months.
Know your cutoff point: Determine the absolute minimum you’re willing to accept and
be prepared to walk away if it’s not met. IT professionals are in high demand, so as long
as your salary expectations are realistic, you’re likely to find a better alternative with a
different employer.
Get the offer in writing: Remember to get the job offer, including the details about the
compensation package, in writing. Without a written offer, you have nothing binding.
Discussing compensation might be a bit intimidating, but it becomes easier when you
assess how much value you’ll bring to an organization. Keep the tips above in mind and
you’ll be in a strong position to negotiate the salary you deserve.
/24PART VI: SALARY NEGOTIATION AND COUNTEROFFERS

25. IT professionals looking to leave their jobs often receive
counteroffers from their current employers trying to entice
them to stay.
However, counteroffers are frequently made out of desperation, and oftentimes do not
end well in the long run. As soon as you receive a counteroffer from your current
employer, consider the following points:
Your reasons for leaving your employer: Remind yourself why you started looking for
employment elsewhere in the first place. Was it salary, lack of job satisfaction, problems
with management? Ask yourself how the counteroffer would change things in the event
you were to stay.
Reasons your employer is offering you more now: A counteroffer comes with career
advancement and increased compensation. However, if your employer isn’t prepared to
offer you those until you threaten to leave, evaluate what your chances are of getting the
career path you deserve with this company.
Your employer might doubt your future loyalty: Telling your employer you’re preparing
to leave isn’t conducive to mutual trust. If you stay, your employer might not put you on
high-profile projects or give you other responsibilities you want.
/25PART VI: SALARY NEGOTIATION AND COUNTEROFFERS
BEFORE ACCEPTING
A COUNTEROFFER,
BE SURE TO
CAREFULLY CONSIDER
THE POTENTIAL
RAMIFICATIONS.

26. LEVERAGING A COUNTEROFFER
Once you’ve received a counteroffer, it can be tempting to go to the prospective
employer and try to negotiate better terms based on the counteroffer. While it’s perfectly
acceptable to negotiate salary and other terms of employment during job negotiations,
using a counteroffer as leverage is not advisable. Your prospective employer might doubt
your commitment to the new position or even call your trustworthiness into question.
BOW OUT GRACEFULLY
Always be polite and respectful when turning down an offer. In the event you’re leaving
your current employer, communicate that you’ll do everything you can to make the
transition to your replacement a smooth one. Bear in mind that you might encounter
colleagues from your previous company again in your career—or need to call upon them
for references—so make sure to leave on a good note.
/26PART VI: SALARY NEGOTIATION AND COUNTEROFFERS

27. /27
PART VII:
CHECKLIST
A QUICK REFERENCE TOOL
TO HELP YOU MAKE THE MOST
INFORMED DECISION POSSIBLE.

28. FINANCIAL
CONSIDERATIONS
IMPORTANT
NOT
IMPORTANT
NEED
CLARIFICATION
ACTION
ITEM
Salary
Bonuses
Benefits
401K
Stock options
Perks
Relocation package
Cost of living
Local and state taxes
Tax exemptions
Commuting and
parking expenses
Other
/28
FINANCIAL
CONSIDERATIONS
COMPANY CULTURE
& WORK ENVIRONMENT
CULTURE AND ENVIRONMENT IMPORTANT
NOT
IMPORTANT
NEED
CLARIFICATION
ACTION
ITEM
Corporate values
Company reputation
Public or private company
Matrixed or vertical
organizational structure
Management/leadership
Culture of innovation
Opportunities to work with
knowledgeable colleagues
Work-life balance
Collaborative or
individual work
Cutting edge technology
and top-notch equipment
Hours, attire, office space
Other

29. LOCATION IMPORTANT
NOT
IMPORTANT
NEED
CLARIFICATION
ACTION
ITEM
Local businesses
Job market
Schools
Healthcare
Housing market
Crime rate
Infrastructure and commute
Travel
Distance from friends
and family
Other
GLOBAL OPPORTUNITIES IMPORTANT
NOT
IMPORTANT
NEED
CLARIFICATION
ACTION
ITEM
Regional business climate
and opportunities
Geopolitical considerations
Ability to adapt
Other
LOCATION & GLOBAL
OPPORTUNITIES
/29
JOB CHALLENGE &
GROWTH OPPORTUNITIES
CHALLENGE AND GROWTH IMPORTANT
NOT
IMPORTANT
NEED
CLARIFICATION
ACTION
ITEM
Responsibilities
Management style
Challenging work
Impactful work
Training and development
opportunities
Opportunities for
advancement
Tenure
Recognition
Other

30. Although the outlook for IT professionals jobs is bright, it also
means multiple opportunities can present themselves, and a
decision to accept or reject can be expected rather quickly—
especially in competitive industries that are booming.
But no matter how good an opportunity looks, you shouldn’t be left with the burden of
making an important career decision from the hip. So remember to put your professional
analytical skills to good use by making the most all-inclusive and informed decisions
when it comes to your job options.
Above all, be prepared to succeed by knowing what’s really on the line:
the advancement of your IT career.
/30CONCLUSION

31. SOURCES:
Talent Market Analyst™
http://www.quintcareers.com/salary_negotiation_mistakes.html
http://www.payscale.com/research/US/Industry=Information_Technology_(IT)_Services/Salary
https://www.themuse.com/advice/how-to-negotiate-salary-37-tips-you-need-to-know
http://www.forbes.com/sites/lisaquast/2014/03/31/job-seekers-8-tips-to-negotiate-your-starting-salary/
http://salary.careerbuilder.com/engineer/
http://www.salary.com/tips-on-evaluating-a-job-offer/
http://guides.wsj.com/personal-finance/retirement/what-is-a-401k/
https://blog.wealthfront.com/stock-options-14-crucial-questions/
http://money.cnn.com/calculator/pf/cost-of-living/
https://www.crimereports.com
http://www.greatschools.org
http://blogs.hbr.org/2009/05/evaluate-how-you-fit-your-comp/
http://www.expatica.com
http://money.usnews.com/money/blogs/outside-voices-careers/2012/03/26/why-you-shouldnt-take-a-counteroffer
http://www.forbes.com/pictures/efkk45ellkf/how-can-i-turn-down-the-counteroffer-without-burning-bridges/
http://www.glassdoor.com/about/index_input.htm
/31

32. /32/32
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33. EXIT
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ABOUT KELLY SERVICES®
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offer a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary,
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ABOUT THE AUTHOR
DOUGLAS PAULO is vice president Center of Excellence and IT Product Group leader for Kelly
Services, (Nasdaq: KELYA, KELYB) a world leader in workforce solutions headquartered in Troy,
Michigan. In his role, he is responsible for solution development, product strategy, pricing, brand
messaging and positioning as well as service development for the IT product portfolio. .
Prior to joining Kelly Services in 2012, Mr. Paulo spent 18 years with HP Enterprise Services
(formerly EDS) in IT and business process outsourcing (BPO) operations, business development,
project and client management both domestically as well as internationally. In addition, Mr. Paulo has extensive
experience in leading highly critical large scale global initiatives in service management, business process
improvement, global infrastructure, end user computing, service desk and contact center.
In addition, Mr. Paulo is recognized for his thought leadership perspective on the IT workforce and career
management. During his tenure at Kelly he has authored several content pieces pertaining to trends in IT talent
and has a quarterly column featured in Enterprise Executive publication.
Mr. Paulo received the Strategic Workforce Planning (SWP), Information Technology Infrastructure Library (ITIL)
Foundations and the Zachman Framework for Enterprise Architecture (ZIFA) certificates along with completing the
Cornell University—S.C. Johnson Graduate School of Management Executive Education for Product Management.
He is multilingual in English, Spanish and Portuguese.