Independent of seeing your answer, I came to the same conclusion of how to disperse the $51K bonus: Everyone locks in how they want the total $51K to be proportioned out. Then, split the money into groups of $6375 and have each person's desired proportions affect one pile. Everyone has now had 1/8th of a decision in how the money was split... unless, of course, PersonA disagrees with this because they believe their approach should impact 50%, not 12.5%. If that's the case, there truly is no acceptable way within the team.

@Charles I've never heard of a scenario where an employer inherits all of your past work upon hiring. I've comfortable and aware that making software while hired can be gray area for what they can claim at least some rights to, but even that isn't an all-inclusive "we own everything you make". For my employment [US], it must pertain to something in the area I work in. If I make a video codec in my spare time, but I developed invoicing software for a living, they wouldn't be able to claim that software.

This is my personal experience with Outlook specifically: An email won't recall if it's already been read. However, the recall is on a per-recipient basis. So, it's possible others still have it too. It's also worth noting that there is usually a report of sorts of which recalls were successful. It's entirely possible that he knows you (and possibly others) did receive and still have this email.

I can find reasons for asking both before or after the interview. One thought is it could be beneficial to mention it before in case their partner discloses that they already work there. Since they're not trying to hide your relationship, before may be better in case there are issues with them being hired into the same department.

Keep in mind that pointing it out might not only benefit you, but any other employees that may be affected by this discrepancy.

I support this for the sheer fact that initiating a meeting with verbally mentioning an uncomfortable condition is probably heightening the chance for a break-down. A note-card 'escape' or message at the start is probably less stressful.

I want to believe that being exceptionally good at documentation could be a worthwhile skill to bring up in interviews. Could help further your career or open opportunities rather than trying to lock into one.

Time to pull out the 'ol check mark: ✓. Additionally, a lot of times those just require initials ^^.

Backgrounds checks aren't going to be a precision check, but more of an accuracy check. If you incorrectly listed an endDate by a month from years ago or the title is slightly different, they're not going to chase you down for not locking in perfectly. Call them and ask how things are coming along, possibly.

I'd say it may matter on your job as well. A customer service person may want to close the gap and provide a bit more human-like responses. A small "=)" can provide something to a person asking for help or something of that nature.

The "Minimum effort" part is too detailed in what you'd work like. If anything, you may get away with saying you're just looking for a stable income and don't have any intentions of working overtime. Regardless, don't let the statement deprecate your skills or it won't work.

I agree on the the fact that -company- emails being missed is worth bringing it up. If it was [email protected] that was getting lost, I'd have also registered [email protected] and have it forwarded.

@Zoredache You're right. Specializing in testing is still highly valuable to a company. Additionally, testing isn't just a "Fill in values and try to break it" job. Give it a shot if it's your only option to stay with the company (and you like it there).

I have to agree that $12/hr for a developer is insane in many areas, especially give OP's commitment. Aim high and don't bring up that the other interns were paid more as a reason for wanting more.

@bharal I believe he meant there were 2 people being paid more than him. Third from lowest may match second highest.