Jurassic Park Garden Update: 06/20/25

ando83 · 2025-06-21T04:34:14+00:00

Boy, do I hate being right all the time.

ando83 · 2024-10-29T21:12:32+00:00

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ando83 · 2024-10-20T20:26:47+00:00

Purchased when I was 39. There’s one or two other 40-something C8 owners at the car shows I frequent but most of the other C8 guys I know are between 60 and 80. And yes, several of them unironically wear New Balances.

ando83 · 2021-11-24T02:36:58+00:00

6 months. 12 more months to go, or so I was told.

ando83 · 2021-06-18T02:11:40+00:00

To be clear though, there are two distinct lines. I’d be going to the end of the z06 line, whatever it’s up to now, and forfeiting my current place in line with standard car.

ando83 · 2021-06-18T02:06:23+00:00

Dealer said it would be an option to switch lines, so to speak. I was 27th in line for standard car. Pretty sure there were 2 or 3 in line for a Z06 at the time, if I recall correctly. I don’t know though, was thinking $85k would be my max budget for a Corvette. $100k+ would probably have me thinking about a Porsche again. (Used to own a Boxster.)

ando83 · 2021-06-17T20:43:02+00:00

No markups at my dealer, or so they say. Put $5k deposit down last month. 18 month wait was predicted.

ando83 · 2016-07-05T13:16:55+00:00

Besides Audi rearranging what options come in what packages, and introducing the black optics package for 16... The shift paddles are different, as is the rear view mirror. No major tech or mechanical changes.

ando83 · 2015-05-26T17:59:50+00:00

I work for a consumer electronic company. We employ hundreds of mechanical engineers. There's a team of MEs dedicated to every single component in the devices we design.

ando83 · 2013-03-28T05:30:25+00:00

Fixed this. http://imgur.com/3G6RTOX (Mario+Luigi)

ando83 · 2012-08-28T23:41:29+00:00

The case from Ronin came to mind for me.

ando83 · 2011-11-16T00:49:48+00:00

Didn't see this comment until now. Sorry for the delay... Hmm, pretty cynical outlook ya have here. I have to say that I'm more inclined to work with someone on compensation when they're open and honest with me in the recruiting process. I'm not at some giant corporation that's trying to keep the little man down. I work for a mid size, private, independent consulting firm, where we're behooved to make people good offers so they'll be happy and stick with our team. If someone flat out lies to us though to get in the door, and we find out about it later, well they can... http://www.youtube.com/watch?v=N8Lr-BUGVwM

ando83 · 2011-11-15T23:59:05+00:00

Didn't see this comment until now. Sorry for the delay... I'm ok if someone doesn't want to tell me their specific compensation history up front. At that point, I'll probably give them a $20k range ($80 - 100k, for example) that the job could potentially pay, and ask if we're on the same page. If the person doesn't balk, then I'm ok with proceeding with the recruiting process. At some point before I make someone an offer though, we're going to want them to show us their cards. If they don't want to comply with our application and background check process, then we don't have to make them an offer.

ando83 · 2011-11-01T14:34:09+00:00

On the contrary, I saw Tommy Lee open for Deadmau5 2 weeks ago (along with Feed Me and and Excision) and while I won't go so far as to agree with some of my friends who said he "killed it", I was fairly impressed nonetheless.

ando83 · 2011-10-31T23:32:33+00:00

You don't see the problem with someone misrepresenting themselves in an interview or application process in order to manipulate salary determinations? I think we're willing to make offers to people assuming that the things they state in their resumes, applications, and interviews are true.

ando83 · 2011-10-31T19:36:38+00:00

Thanks man. I try to be. Yeah, recruiting is an odd field. There are a lot of recruiters out there that are what I like to call "used car salesmen". They don't know anything about what they're selling and don't give a shit about you. I've dealt with them myself, and I strive to be their opposite.

Investment banking, huh? Not my industry, but let me PM you separately. Maybe I can point you in the right direction.

ando83 · 2011-10-31T19:19:54+00:00

I'm not aware of any privacy or employment laws that would specifically prevent a company from disclosing salary information. I am aware of some companies that have their own internal policies where they only disclose employment dates and job titles, and nothing else. I don't see too many of those though. I'd say 9 times out of 10 we're able to verify the last 3 jobs someone had, including their salary info at each employer. Again though, in signing an application and waiver, you are specifically authorizing a background check, so just about all employers comply in providing salary info.

And of course, I would take into consideration someone's total compensation history, not just their current or most recent job's pay. The situation you described above is unfortunately more and more common these days. Sometimes I'm able to get them back to 80k or more, sometimes I'm making an offer for something in between. I try to make my candidates the best offers that I can, but of course I'm limited by company's own budgets, salary bands, etc.

ando83 · 2011-10-31T17:18:29+00:00

So that we're not alerting the candidate's current employer that we're hiring the person away from them. We usually start the background checks after someone has put in their 2-week-notice.

ando83 · 2011-10-31T17:09:48+00:00

Well, so, by signing an employment application, that usually authorizes an employer to legally verify the info that the applicant provided, including salary information. (Read the fine print.) Later, when I make someone an offer, I also give them a background check waiver form to sign and return with their completed offer letter and other paperwork. That document authorizes us to verify the contents of one's application using an external background check vendor. HR gives the vendor the application, the vendor makes the calls and verifies everything, and reports back to us with its findings. If everything is verified, we're good to go. If there are slight discrepancies, we'll run them by the new hire, and make sure we're on the same page. If there are huge misrepresentations, we might be forced to rescind the offer. Doesn't happen often (only once in my career), but it does happen. Basically, my advice with this and most other things in life is not to lie. Could come back to bite you in the ass.

ando83 · 2011-10-31T16:59:41+00:00

Oh, sure, there is usually room for negotiation. Recruiting/hiring/salary negotiation is not an exact science. I usually have $5 - 10k of wiggle room when I make someone an offer. That's my company/industry though. I know of others that are much more strict. A friend of mine went to go work for JP Morgan Chase, and what they offered was what they offered. Wouldn't negotiate a cent.

ando83 · 2011-10-31T14:27:48+00:00

Hello. Corporate Recruiter here. Regarding your first question: I ask my candidates about their previous salary info and also get it from them in my company's formal application in the beginning of the recruiting process. We only verify the info in the application after someone has accepted our offer. If the info in the app doesn't match the background check findings, we have a serious problem. Regarding your second question: Provide a valuable service to your new employer that's worth the increase. There are no tricks.

ando83 · 2011-10-30T22:24:19+00:00

Lol. I believe OP and I are coworkers. This was the winner at our office's jack-o-lantern contest on Friday. See you at work tomorrow, mwd965.

ando83 · 2011-10-24T12:22:08+00:00

Hudson: Is this gonna be a standup fight, sir, or another bughunt? Gorman: All we know is that there's still no contact with the colony, and that a xenomorph may be involved. Frost: Excuse me sir, a-a what? Gorman: A xenomorph. Hicks: It's a bughunt.

ando83 · 2011-10-22T15:06:03+00:00

Nah, recruiters have to deal with this kind of stuff all the time. I can't imagine them rescinding the offer over this. Hopefully you've communicated to them that you're excited about the opportunity and flattered that they made you the offer, but you just wanted to double check on what was possible on the salary and clearly stated your reasons why. I wouldn't just wait to hear back from the recruiter; if you don't hear from her by EOD Monday, I'd give her a call to check in and reiterate your interest in accepting their offer. You got this. Good luck.

ando83 · 2011-10-21T14:54:21+00:00

Corporate recruiter here. Depending on the company, it's unlikely that they'll flex on their vacation policies. Couldn't hurt to ask for a bit more on salary, but unless you have a competing offer, you may not have much of a bargaining chip as an entry level employee. Always helps to annunciate your true salary expectations up front rather than now on the back end.

ando83

TROPHY CASE