31–40 of 52 posts
It's harder for them to shaft you after you've jumped through all their hoops just to get an offer if they're up front about how little they intend to pay you.
Earlier quoted context omitted.
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.
It certainly does act as a filter. My point was more, this was much less of a thing when ranges weren't published. Many applicants had firm requirements across all the way across the spectrum. Published rates end up grouping towards top of published ranges for each role. Could be caused by something else of course, this isn't necessarily commentary on cause/effect, but it's my observation.
You'll need objective criteria as to why you're making a less than top-end offer to someone, and perhaps a contractual way to promise them how they can make it to the top end... then it could work.
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'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…
I started making more money faster when I stopped answering the salary question and start countering it by saying, "How much are you authorized to offer?"
It's harder for them to shaft you after you've jumped through all their hoops just to get an offer if they're up front about how little they intend to pay you.
But if I reject the offer because its too low, doesn't it simply waste their time and resources as well.
it will take some time for them to grasp the "well, fuck you" mind cycle.
it is all about looking at things from the other persons perspective. if you cant do that the person or their business cant be all that important to you.
maybe for scarce skills we need an employee auction platform. get rid of those vague benefits and let the highest bidder win.
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…
I meant also why does it make sense even from company's perspective. It's not like these policies are set in stone.
Earlier quoted context omitted.
This is fairly true for most businesses already, though - at least in tech. It's just a question of how they value your skills that might not be in alignment. Some companies will value what you bring to the table more than others, just because of what their needs are. Or they just can't match pay. We regularly lose people to FAANG because we just can't comp the same, and that's been true for every startup I've hired…
> We regularly lose people to FAANG because we just can't comp the same, This would seem to support the GP's point - it sounds like you do have an inflexible top dollar range, meaning listing it up front would help to avoid wasting the time of you and candidates who are expecting more.
Have you found it helpful? Having a recruiter at a "transparent" company give me a base salary range band where the Max was more than 2x the Min actually kinda left a bad taste in my mouth
why? if its too low you can dip early in the process, if its too wide then you get room to prove yourself. There’s only upsides for the job seeker
1) I received multiple ranges from different people, the minimum got lower and the maximum didn't change.
2) Being told "we value transparency" and then told your salary can vary by over 100% for the same level felt like someone spiting in my face, kind of like like when a cable company says "Your time is important to us, please hold"
3) Total compensation is much more descriptive than salary. Ie; I read today that the new CEO of Amazon only got 175k in salary in 2021.
We did an a b test on our internal job board and it was a disaster. Posting salaries is kind of ok for applicants but does nothing for hiring folks.
could you explain what was the disaster ? You had huge uproar from existing employees once they found out that company is willing to pay more to newer employees OR not enough candidates applied for the job posting with salary information ?