I don't get it. Why would he do that?
Avoid him
He got offers from many schools, just to ask can they be valid next year.DH at BU is perpetually looking around. Though I don't think he's worth a base of 400.
We want to hire a senior
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Serious suggestion: Why not hire two promising Associates (and give them each 300-350k) instead of one stud senior that would never go for a measely 400k? Look at TAMU. They keep trying to hire seniors, but they keep failing (sometimes they get one, but then he leaves soon). But they did make some decent mid-level hires during the past 20 years. In the 1980s and 1990s, they were VVVVVLRM in finance, but now they are VLRM.
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Stud mid career requires more than 400k bro
Serious suggestion: Why not hire two promising Associates (and give them each 300-350k) instead of one stud senior that would never go for a measely 400k? Look at TAMU. They keep trying to hire seniors, but they keep failing (sometimes they get one, but then he leaves soon). But they did make some decent mid-level hires during the past 20 years. In the 1980s and 1990s, they were VVVVVLRM in finance, but now they are VLRM.
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Stud mid career requires more than 400k bro
Serious suggestion: Why not hire two promising Associates (and give them each 300-350k) instead of one stud senior that would never go for a measely 400k? Look at TAMU. They keep trying to hire seniors, but they keep failing (sometimes they get one, but then he leaves soon). But they did make some decent mid-level hires during the past 20 years. In the 1980s and 1990s, they were VVVVVLRM in finance, but now they are VLRM.
I agree with d21d. A senior who is also a star requires more than 500k, and even then is unlikely to move to an MRM mid-career. When he or she does, sometimes it has perverse effects. In one instance, the senior got all the promising PhD students of the department to work with him, so that other Profs could only work with the rejects. More generally, a very senior person can dramatically change the dynamic and power balance of the department.
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When he or she does, sometimes it has perverse effects. In one instance, the senior got all the promising PhD students of the department to work with him, so that other Profs could only work with the rejects. More generally, a very senior person can dramatically change the dynamic and power balance of the department.
Spoken like a true TW.
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Surprised ML Drexel hasn’t been mentioned here.
That would be a great pickup and as a bonus it ticks the DEI box too. She's solid and also a nice person. If she has kids, they might already be out of the house. BUT, I thought she has a strong locational preference.
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Hard to imagine Drexel doesn't already pay her a base of >400
Surprised ML Drexel hasn’t been mentioned here.
That would be a great pickup and as a bonus it ticks the DEI box too. She's solid and also a nice person. If she has kids, they might already be out of the house. BUT, I thought she has a strong locational preference.
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Stud mid career requires more than 400k bro
Serious suggestion: Why not hire two promising Associates (and give them each 300-350k) instead of one stud senior that would never go for a measely 400k? Look at TAMU. They keep trying to hire seniors, but they keep failing (sometimes they get one, but then he leaves soon). But they did make some decent mid-level hires during the past 20 years. In the 1980s and 1990s, they were VVVVVLRM in finance, but now they are VLRM.
I agree with d21d. A senior who is also a star requires more than 500k, and even then is unlikely to move to an MRM mid-career. When he or she does, sometimes it has perverse effects. In one instance, the senior got all the promising PhD students of the department to work with him, so that other Profs could only work with the rejects. More generally, a very senior person can dramatically change the dynamic and power balance of the department.
A mid-career star in the department is the only hope for poor MRM PhD students.. Without such a person around, they have to be significantly more talented and hardworking than their advisors to avoid an LRM/VLRM career path.