91–100 of 143 posts
My reasoning (which got me their expected salary range) was that without this, it could well be a pointless exercise for all parties involved
There's no point in wasting either side's time applying to a company that can't afford me.
On the flip side, if they're got very nitpicky requirements and are offering a huge salary, that's a good signal that they really are requirements and not just a description of the pie-in-the-sky ideal candidate.
Certainly. Especially right now, you need to attract candidates who are "passively looking": people who have a job, but would move given a good offer. I do freelance development and consulting, and I'm basically happy with that. I wouldn't turn down a great opportunity, but I'm not going to start the application process unless I know you can beat what I'm already earning.
I'm only speaking from anecdotes but I feel like finding a way to cater to the passively looking engineering job area could be HUGE if done well. Trouble is I don't entirely know how to do it well and not come off as spammy.
Earlier quoted context omitted.
If that's the case, then they're simply cheaping out on paying for separate ads. Which is a red flag to me.
Except they may not have 3 positions open -- just one position, but they may be willing to hire a more junior person with the hopes of training them and given them an upward career path. (Unfortunately for the employee, the pay doesn't typically increase as their skill increases).
Putting an ad out for all three, means better tuned applicants, and leaves the company the ability to make an offer of a different position. From the company's position, that's 1.5-3x the number of applicants, for the price of 2 additional ads.
When our company is looking for mixed positions (either a mid-level position where we'll also accept a junior position, or a mixed role such as dba/sysadmin), we'll put out two ads for the position that focus one aspect, then mention the other as a nice-to-have. Then we get candidates who are strong in one area, and average in another, or sometimes (when we're lucky), someone who is strong in both. But either way, we get to choose the best candidate, rather than having good candidates self-select out due to "you must have everything" or super-vague posts.
When I say I want $120k to move to your city, because you asked me to give you a number, and you say "Uhhhhh... we can't even negotiate from that as a starting point," you had better start putting your maximum number on your call for applicants. Because I just found out you were lying when you said you pay competitive market salary for the job requirements you chose to publish.
I am also very unlikely to budge for less than the annual salary than I earn now times the change-in-cost-of-living multiplier for the best school district in your metro area.
It saves time on both sides for the employer to disclose up front.
Also, used technologies at company - because another job offer for front-end developer that uses Angular1, Angular2, React, Redux, Preact, Ember, Backbone, Node.js, MongoDB, Photoshop, Gimp and has 10+ years of experience is just dumb. Let the companies write about their flow, exact tech stacks etc.
Too many employers think on one hand that they need hours of interviews to verify that I'm a top candidate, and on the other think that 70k is a competitive offer for me to waste my time applying to jobs without salaries.
If you want to quickly verify that a potential employer is willing to pay a 'competitive' salary, why don't you take the initiative and tell them not to consider you if the position pays less than $x?
I also imagine the response rate would be low. Some wouldn't respond, some would respond with no, and some would respond it depends. And of the ones that responded yes it could mean yes, but it could also mean they are only willing to pay their purple unicorn candidate that amount.
Certainly. Especially right now, you need to attract candidates who are "passively looking": people who have a job, but would move given a good offer. I do freelance development and consulting, and I'm basically happy with that. I wouldn't turn down a great opportunity, but I'm not going to start the application process unless I know you can beat what I'm already earning.
Almost every single time I've decided to move to a new job I was passively looking at best. Every person I know, even the ones who are happy at their jobs, would be willing to move if an opportunity cropped up that interested them more than their current gig (money is important too, of course, but not 100% of the equation). I'm only speaking from anecdotes but I feel like finding a way to cater to the passively looki…
All things being equal, if I had to choose between applying to two jobs, and one of them explicitly offered the salary that I believe I'm worth, then yeah, I would apply to that one. On another note, one thing I've been thinking of doing, (and I'd be delighted if you did it!) is a job board that only shows positions with take home interviews instead of in-person coding exercises. I think this is a growing trend as pe…
So what do they ask in the phone interview? "How would you reverse a linked list?". Yeah, no. They didn't even bother to call back after I'd bombed it. It struck me as a bit weird that they went to the effort of coming up with a competition and then chucked the winners through the usual loop.
However, you should not go forward with this silly job board project.