11–20 of 52 posts
In my experience you need to have leverage before negotiating, so I remain “negotiable” and never tell my current salary until an offer is on the table. Once they want you comp can be more easily negotiated.
Companies are often times weasels. They will try to figure out your current salary and offer some small increase. In my experience you need to have leverage before negotiating, so I remain “negotiable” and never tell my current salary until an offer is on the table. Once they want you comp can be more easily negotiated.
I'm not allowed to. I've made the arguments for, and HR controls the actual job listings, and they won't put salary in the JDs. I've been trying for two years to make this happen. Reasons I've heard -- and again, this is not me, this is what I'm told -- include * we can't as a matter of company policy, which can't be changed * we offer great benefits (true, they're the best I've ever had) and so it's not fair to us t…
Companies are often times weasels. They will try to figure out your current salary and offer some small increase. In my experience you need to have leverage before negotiating, so I remain “negotiable” and never tell my current salary until an offer is on the table. Once they want you comp can be more easily negotiated.
People should know that even if you never tell them your current salary, they can often just look it up: https://news.ycombinator.com/item?id=29834753
I currently post ranges because we're now large enough. But when we were smaller, I wouldn't include ranges because our job posts didn't filter by seniority, and at least part of the comp was the potential for a healthy options grant. So the effective cash comp range was so large as to be meaningless on a single job post. "$0 to $1m DOE" (for example) doesn't help anyone make any decisions and is so distracting that…
As a counterpoint to "everyone's very firm minimum acceptable comp is the top of your published range", I find that most jobs with a published salary range seem to pay just low enough for me to not want to go through the trouble of applying.
Most of the times it’s a company policy. As a hiring manager i never knew the salary of the open positions i was filling, only hr snd c-levels did. Since my last job, asking the salary range is my first question in recruiter dms and generic emails. My current company was super open to reveal salary range on the first email, and i really appreciated it and eventually accepted the offer. People should demand transparre…
It's company policy because it's good for the company.
I currently post ranges because we're now large enough. But when we were smaller, I wouldn't include ranges because our job posts didn't filter by seniority, and at least part of the comp was the potential for a healthy options grant. So the effective cash comp range was so large as to be meaningless on a single job post. "$0 to $1m DOE" (for example) doesn't help anyone make any decisions and is so distracting that…
> $0 to $1m DOE... Actually, that does help me. At least I know that for the right candidate, with the right skills and fit, we can talk. That means I am not wasting my time because I am not talking to a place that has an inflexible top dollar range controlled by someone other than the hiring manager that will become a brick wall if we hit that point. I don't mind an interview process where I need to prove my worth t…
I'm not allowed to. I've made the arguments for, and HR controls the actual job listings, and they won't put salary in the JDs. I've been trying for two years to make this happen. Reasons I've heard -- and again, this is not me, this is what I'm told -- include * we can't as a matter of company policy, which can't be changed * we offer great benefits (true, they're the best I've ever had) and so it's not fair to us t…
Is there anything stopping you from just telling the range to the candidate the first time you talk to them?