I have been offered a medical records coordinator position by my manager and we haven’t had a formal interview yet.

8 Comments

1. AnonymousNovember 20,2024 at 8:36PM UTC

   You don't have anything to negotiate at this stage. You referenced a recruiter so I am guessing your organization has a hiring process. Once you have an offer, then negotiate and state your claim of the years of experience you have. But before you do that, you need to do market research and find out maybe through Glassdoor what the average is in your industry and market for that specific role.

2. AnonymousNovember 21,2024 at 3:09PM UTC

   I agree that you need to wait for the formal offer. If this is a promotion, then negotiate based on the fair market value of the position. If it is a lateral move, the pay may or may not increase from your current salary/wage, but you still have room to negotiate. Either way, you should be paid fairly for what you do. Does the additional work also give you opportunities for overtime pay you don't get with your current position? That could be an incentive (or not, depending on how it impacts work/life balance.)

3. Joan Williams, Senior Talent Acquisition SpecialistNovember 22,2024 at 1:49AM UTC

   I would not consider this a formal offer although it does give you insight to what the compensation will look like.

   I would recommend you get the compensation issue addressed as early in the process as possible - probably with the recruiter.

   The mid-point of the salary range is typically the target for experienced employees. I have worked at companies where an offer will not be approved for anything over the mid point.

   Doing research is all well and good, but it really doesn't matter what other companies are paying - what matters is what your company is paying. Unless it's a very small company, there are salary bands assigned to each position and compensation is decided using that and your experience, education, certifications, etc.

   If you want to negotiate, I suggest you start that conversation with something like "is there any room for negotiation" or "do we have any wiggle room here".

   GOOD LUCK!

4. AnonymousNovember 22,2024 at 4:28PM UTC

   It sounds like you are an internal candidate which basically means that the role they are considering you for (you don't have an offer, it's just a discussion) is set at that rate. Go through the process and if and when you are at the offer stage decide if you want to accept where to find you fitting based upon their grades and levels. Nothing else to do now but get through the interviews, that is if you truly have interest. It is your career and if the work is too much you can decline to move that path and stay where you are.

5. AnonymousNovember 23,2024 at 4:07PM UTC

   please say NO, I-9 W-2 compliance , pay transparency, paper contracts must. Send that recruiter, hacker and hell to law enforcement. Understand the consequences of volunteering others , fraud forwarder, graft debt, impersonating….dishonest…

6. GirlBossanova934974November 23,2024 at 5:51PM UTC

   I am not sure I see the need for big discussions here. You have been identified as the internal candidate for a job that management will no doubt try to advertise on the outside. The first job is to find out the SALARY RANGE, NOT the midpoint. That's it. If you find out the higher point of the salary range is well below your expectations, it's THANKS but NO THANKS! Unfortunately in today's job market, there is a LOT of low baling going on AND posting of GHOST JOBS which never get filled because the internal candidate was ID'ed before the job ever hit the street. Some want to push that even further by low balling the internal candidate.

7. AnonymousNovember 24,2024 at 7:06PM UTC

   Unfortunately with HCA facilities they guard all the information closely and don’t discuss anything until the final stages. My director who reached out to the recruiter said that the recruiter has only provided me the midpoint pay for the position. My issue is that the director knew the coordinator was leaving 1 month ago, despite that she didn’t try to interview and move things a little faster. My director doesn’t know the job well and I would have preferred to be trained by the person actually doing the job than my director. My director is rarely on site and doesn’t answer questions. She makes your run around to find an an answer. In my current role, the director has no involvement in my training. I was trained by co workers. We don’t have a manager in the dept. The management is disorganized and can’t even communicate the basics. I am just holding on until I find something better because the whole environment is toxic because of one person.

8. GirlBossanova934974November 26,2024 at 5:06PM UTC

   Based upon what you are describing here, I would avoid the use of the word, "toxic". Your Director doesn't want to do her job, plain and simple. That's not toxic. The fact that she left the organization in a big hole for the last 30 days is just more icing on the cake. I think you hold all the cards here. I would ask for more money. Your Director has very little recourse. No more pay? Decline the job. I have seen this problem in the last few years in a few companies. Too many companies have adapted FAIL UP management cultures. If the manager does not work out or doesn't want to do their job, they just get transferred and/or promoted where they cause even more problems.