> Someone with a BS just out of college? > An engineer with 10 years of matching experience? > Tech lead wo [sic] just built X elsewhere? Sounds like you have three job postings crammed into one listing. Y'all on that tight of a budget?
Some of the reasons below are somewhat artificial constraints, but that's just our environment. I suspect they are not that infrequent either. We cannot post three postings with intent to hire one person: Our group works on X. There is a group working on Y across the hall (and a bunch of others) and if we advertise three postings they will go to top management and HR and argue that one of our postings should be their…
It also makes it very easy to suppress wages...
It sounds like an unappealing place to work and I think you've put yourself in the market for lemons. Low paid lemons.
You know the easiest way to find smart and interested people? Pay above market wages and advertise it. You'll have your pick.
Here's the deal: Employers will exploit your age no matter how old you are. There is no "perfect age" for a developer. When you're young, they exploit you because you are inexperienced (especially at negotiation). When you are "old" they exploit by trying to play the age card. "Not a cultural fit"--LOL--fix your stupid culture and stop exploiting people, you smug fools! So what is there? A ten year "ripe" age range w…
What I really like about this is how the interface is so dead simple. It could be the Craigslist of job postings with the $50 barrier to entry to filter out shitty posts. My advice is to not overdo it with features and KISS.
Good old web hosting is not good at all. Please please never ever use shared web hosting for anything. As soon as your site gets a little bit popular you're almost guaranteed it's gonna get hacked.
Thanks. Can you explain why that is and why DO is more secure?
DO is VPS, so there's not the slightest chance for tenants in the same machine to see or modify stuff from other tenants (besides attacks through the network); also you have a guarantee on the amount of CPU and memory allotted to you. The best kind of shared hosting only relies on unix user permissions for security and that's not enough, plus you don't get the CPU and memory guarantees VPS offers.
I wish folks like Bray had championed this cause 20 years ago. It may not have done much, but... it feels a bit weird to hear old people complain about discriminatory impact. I can't say he was a contributing factor to the ongoing 'youth culture', but... it wasn't hard to see this coming. My situation may be somewhat unique, in that I've had grey hair since I was 18. Not a HUGE amount at 18, but... people noticed. By…
I have the same hair "problem" (it runs in the family on my mother's side), I'm early 30s as well with significant gray hair showing and refusing to dye my hair, and... for me it has always been pretty much an advantage to get senior / management positions relatively fast since I was about 25 (I always tell anyone who asks/mocks about my hair that "at least they take me more seriously") and it has worked out pretty w…
these experiences were mostly > 10 years ago, and since working for myself, it's largely a non-issue. I posted here not so much to complain/whine as much as to add (yet) another anecdote about ageism. Visual impressions do count on first meetings (well, all the time), and there's often little or nothing you can do about them (skin color, eye color, height, etc), and yes, a certain degree of "just get on with it and present yourself with confidence" is needed. There's also an issue about "if a hiring manager is that shallow, you may not want to work for that company anyway", but it's easier to take that mindset when you've got savings and prospects, vs having been out of work for a year and having trouble getting past a f2f interview (after having aced phone conversations) because of your hair color or age (not happened to me - yet? - but have had a couple friends go through this already just in late 40s).
So what? I bet that usual 35+yr developer is a better developer than <25yr one. Company's task is to make money. Employee's task is to do the job and get paid for it. Where's "culture" here? Drinking beers, organizing parties, etc. is a waste of company's resources.
It really is not a waste. It's a) cheap and b) can improve morale in companies.
It can but there's some downsides. Not everyone likes drinking beers and parties with coworkers. For those people it does the opposite of improve morale.
The best way to improve morale is ample vacation time and good work-life balance.
Because the second you post a wide salary range, people assume they are going to land on the mid-upper end of it no matter what the range is. If somebody lands on the lower end of it, they are going to feel slighted or insulted for just about all cases aside from new grads. If I post a salary range of $50,000-$150,000 most people are going to look at it and decide that it probably pays $100,000-120,000. If somebody a…
If you post something that wide we're either looking at a sales position or at a company that does not differentiate between a Jr. and a Sr. Developer and lumps them all into Developer. In itself it might be enough of a red flag not to work there.
Why can't a project just need developers? Maybe you need 2 or 3 across many skill ranges.
I think the best option is different posts with different salary ranges... but I do see how that can be a pain to copy paste data around (say 3 postings x 10 job sites = 30 copy pastes of the same data with a few different skills and a few different numbers)
I usually decline to interview people that ask my recruiter too early about salary. We work hard to post very clear job descriptions and requirements so if you read it and apply and get through the initial screening, then that's a pretty good indicator that we are in range on salary even if we've never discussed it.
When ever I see a posting with out a range I figure they're just trying to hire someone they just aren't willing to pay for. They think they're going to wow someone with their great culture and/or the awesome technology their working on. Good luck on that.
Or get a person who trains up in your environment and then bails once they can prove to another employer that they have the skills and know they're underpaid. And god knows how much internal work/knowledge/skills they take with them.
I will usually just flat out ask up front.. and if it's a cagey response, I'll kindly decline.
I usually decline to interview people that ask my recruiter too early about salary. We work hard to post very clear job descriptions and requirements so if you read it and apply and get through the initial screening, then that's a pretty good indicator that we are in range on salary even if we've never discussed it.
> if you...get through the initial screening, then that's a pretty good indicator that we are in range on salary even if we've never discussed it.
What possible evidence could you have that shows that to be the case?
Can you do another good deed and require your posters to include salary range in their job ads? It's the norm in the UK and we successfully forced this in Poland (though posters almost NEVER post salaries here). How? The companies need IT staff so much that almost all IT job boards (at least the most popular ones - like FB groups or https://nofluffjobs.com ) started requiring the salary range. I think your idea is pr…
Salary ranges on job listings benefit employers not employees.
Effectively; Salary is what the company values your contribution at. That's why when you hand your notice in you might be offered a pay rise.
By setting a public range you agree informally to be constrained by that range; asking for more once you've interviewed is harder.
Without salary range it is the opportunity that interests you. It lets you set expectations in the first (or later) conversation. Effectively giving you more power in the negotiation.
As an aside; always bid a tad high (for obvious reasons).