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Tell HN: You can't hire because you don't post salary ranges

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Re: Tell HN: You can't hire because you don't post salary ranges

#31

Post by tfehring »

eesmith wrote: post #12
fdgsdfogijq wrote: post #3

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.

Colorado's already thought of that. https://cdle.colorado.gov/sites/cdle/files/INFO%20%239_%20Eq... > 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…

> a general description of any bonuses, commissions, or other compensation

By my reading, that just means that they have to disclose that equity compensation is available, not the amount of that equity compensation. Contrast that with "the rate of compensation (or a range thereof), including salary and hourly, piece, or day rate compensation," which actually requires a number.

Re: Tell HN: You can't hire because you don't post salary ranges

#32

Post by kokanator »

We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without.

The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges.

And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion, salary is a sign of respect from you employer.

If your primary reason for responding to an ad is based upon salary you are not going to be happy where you work. I promise. Of the top reasons people are happy at work, salary is way down on the list. [0] It is important, it makes it possible to pay bills, but it isn't what makes people happy.

Meaning, if you are looking for a place you will enjoy working, do not start with salary.

[0]https://www.forbes.com/sites/jacobmorgan/2014/12/15/the-top-...

Re: Tell HN: You can't hire because you don't post salary ranges

#33

Post by simontheowl »

For most companies, you can tell them what your expected salary range is during the first round of phone screens or meetings - no need to wait till the end. The HR represenative should be able to tell you right there and then whether they are comfortable with that number or not. The biggest tip is to know what your market worth is so that expectations of both parties align.

Re: Tell HN: You can't hire because you don't post salary ranges

#35

Post by shikoba »

kokanator wrote: post #32

We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…

> Of the top reasons people are happy at work, salary is way down on the list.

My gosh :face_palm:

Re: Tell HN: You can't hire because you don't post salary ranges

#36

Post by altdataseller »

ThePadawan wrote: post #29
carrozo wrote: post #7

Remote job listings made up 18.4% of paid job postings on LinkedIn in May, attracting 53.5% of applications, up from 2.9% in January 2020, according to LinkedIn data. (Source: https://www.wsj.com/articles/is-that-remote-job-opening-real... )

Using LinkedIn as a source of data is completely pointless. I see the same exact position posted 20 times by the same 3rd party recruiter. I see positions posted as listed in Zurich with a title of "Software Engineer, Bangalore Office (relocation provided)" which is listed 30 times for the 30 biggest cities in the world. I see positions deleted and being re-created daily to pop up in job seeker's filters again. You c…

Yep, getting job statistics from Linkedin is a bad idea simply because Linkedin don’t track “unique” jobs.

Re: Tell HN: You can't hire because you don't post salary ranges

#37

Post by cygned »

We don’t post salary ranges right now. We are a small firm and cannot keep up with the salaries from enterprises in our area. We are looking for (and finding) candidates that are willing to sacrifice parts of their salary for 100% remote, flexible work time, PTO and others.

We decided to screen applicants in an informal phone call and discuss salary options at the end, after they had a first impression of how we are as a firm.

Re: Tell HN: You can't hire because you don't post salary ranges

#38

Post by BlargMcLarg »

NikolaNovak wrote: post #19

Agree in principle. 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…

>but also roles for which I have or can fight for flexibility for the right candidate

Realistically this happens very little in the candidate's favor (they undervalue themselves and the employer decides to throw them a massive bone), which leaves cases where you initially lowballed them and they called you out on it / you realize throwing the lowball offer is not going to work. By forcing ranges, you're flipping the script. Odds are you'll quickly find out what prices these exceptional candidates are going for anyway.

I agree it's not black-and-white, but you're largely arguing for your employer's convenience, not the candidate's.

Re: Tell HN: You can't hire because you don't post salary ranges

#39

Post by projectazorian »

Just ask in the initial phone screen. Say you won't entertain roles below and you don't want to waste everyone's time. Usually recruiters appreciate this and if they can't give you the number themselves they will check with the hiring manager.

Some people say this reduces your negotiating leverage because it reveals your hand too much. I try to get around this by making clear it's a minimum, not a maximum, and anything other than stellar equity/benefits/WLB will require even higher base

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