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October 13, 2006
Happy Friday the 13th
In my first week on the job, I've managed to learn a few things.The Beckman HPLC pump has a stainless steel head that contains its pressure sensor. This head also has space for inlet and outlet check valves and their associated covers, which screw directly into the head. The covers of these valves are essentially identical, same threading, same 1/2" bolt. The one key difference is the size of the inlet and outlet tubes, which necessitate different sized holes in the tops of the covers. As a result they can't be reversed and used as such. I've also learned that it can be embarrassing for someone who has worked on HPLCs for years to not pay attention to these differences. This embarrassment can run rather deep, especially because the pump has also taught me what galling is and subsequently that the price of Beckman parts is similar to those of Agilent.
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On the subway this morning, I identified that I have a particular mental model for how hiring works in a large company. After a stringent review process, an appropriate candidate is selected. From there, an offer is extended. With this offer the company should have appropriate leeway to negotiate to reasonable and realistic terms that are acceptable to both parties. A couple thousand dollars more a year, a few days extra vacation, a small signing bonus - to a large company these should be irrelevant if they're reasonable and realistic. These concessions mean a lot to an individual but are truly nothing to a large company. The increased job satisfaction and dedication to the position inspired by these small acts will benefit the company even more than the relatively insignificant dollar figure associated with them. Additionally, from a purely financial perspective, the company has already invested time and effort to narrow it down to the candidate. It could cost even more than the cost of concessions to either negotiate with the next best candidate on the list (who did not initially get the offer for specific reasons) or to go through the entire hiring process again. At the very core of my model is that companies should have respect for the individuals that work for them. With this respect, companies can end up with the hearts and minds of the best people possible, leading to an improved likelihood of success.
This mental model has served to be an interesting counterpoint in my mind as I've developed some cynicism in my dealings with a particular company. More about this later.
Oh, and we're moving forward with the keg for the Pre-Reno Party this Saturday. If you're in the GTA and interested, you're more than welcome to show. Just let me know.
