11–20 of 544 posts
The salary ranges are largely meaningless though? Equity compensation for good tech roles is like half or more. Also, levels.fyi has most salary information you could need.
The vast majority of developer jobs offer no equity comp.
The salary ranges are largely meaningless though? Equity compensation for good tech roles is like half or more. Also, levels.fyi has most salary information you could need.
> Compensation and Benefits to Disclose. Employers must include in each job posting (1) the rate of compensation (or a range thereof), including salary and hourly, piece, or day rate compensation; (2) a general description of any bonuses, commissions, or other compensation; and (3) a general description of all benefits the employer is offering for the position. Benefits that must be generally described include health care, retirement benefits, paid days off, and any tax-reportable benefits, but not minor “perks” like use of an on-site gym or employee discounts. At a minimum, employers must describe the nature of these benefits and what they provide, not specific details or dollar values — such as listing that the job comes with “health insurance,” without needing to detail premium costs or coverage specifics — and cannot use an open-ended phrase such as “etc.,” or “and more,” rather than provide the required “general description of all of the benefits
The salary ranges are largely meaningless though? Equity compensation for good tech roles is like half or more. Also, levels.fyi has most salary information you could need.
The salary ranges are largely meaningless though? Equity compensation for good tech roles is like half or more. Also, levels.fyi has most salary information you could need.
Equity compensation has meaningful value for a small minority of roles (i.e: at liquid companies) so for the majority of job seekers, salary is the compensation.
> No need to waste time with 7 rounds of interviewing only to find out the salary is 50% of what I currently make. You can just ask at the end of the first interview. I've never had a problem doing so.
> No need to waste time with 7 rounds of interviewing only to find out the salary is 50% of what I currently make. You can just ask at the end of the first interview. I've never had a problem doing so.
Nonetheless, to your point, whether salary ranges are posted or not is likely a moot point. The truth is you might see anywhere near 50-100% dispersion for a role. Figure out what range or number you're looking for, see if they can offer it on the first call, and go from there. If you're really insistent on that as a prescreen, do what I did when I was in your shoes and use a platform like Hired that lets you prescreen offers.
I just think that if I were you, I would be careful about having an attitude that implies "I know why you can't hire and you don't." The process you are in is much more similar to dating than it is to a standardized test being taken. Top hiring managers at top companies are not having trouble hiring (myself included) because they are not squeaky wheels. We're hiring silently, paying above market, getting inbound referrals. And similarly, top candidates are not having trouble sourcing multiple offers because they can command a premium (which was always the case for me when the shoe was on the other foot).
My advice to you would be to rely on your skills and ability to get competing offers which you play against each other to do the heavy lifting of increasing your salary. Then it won't matter whether companies post salary ranges or not. If, on the off chance you aren't able to get multiple competing offers, then I think you have your work cut out for you and I would highly recommend to sharpen your interviewing abilities first as that will serve your career very well in the long run.
My approach would not be quite that categorical/binary though, for couple of reasons
1. Sometimes salary ranges are wide enough to not be meaningful - i.e. 80-200k
2. When I'm in the hiring manager role these days, there are roles for which I have limited to no flexibility; but also roles for which I have or can fight for flexibility for the right candidate. If I post e.g. (random numbers) 100-120 Croatian Lipa, for some roles that's hard limit, for others it's the middle section of a bell curve: If I get an exceptional candidate way at the tail of bell curve, I may be able to obtain exceptional compensation. (why not just post that in the first place? See #1. Answers/solutions are easy only if you don't consider enough questions/cases/consequences:).
So if I were looking for a job (not currently), and I see a posting with an interesting role on a very interesting project at a supremely interesting company, I might approach the interview more as "open the door slightly, peak inside, and see what we can come up with for mutual benefit", rather than a strictly interpreted formal requirements description.