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

Post by JoshuaDavid » Thu, Jul 21, 2022, 7:41 PM UTC

mlyle wrote: post #321

JoshuaDavid wrote: post #294

Earlier quoted context omitted.

It could simultaneously be true that including a good salary range increases the number of applicants who are good fits for the role, and also true that including a good salary range decreases the average quality of candidates. One way you might see that effect is if both candidates who are good fits for the role and candidates who are bad fits for the role apply more often when a high salary is posted, but the numbe…

Another, simpler option: When you put a range of $100-120k, the very high quality candidate who won't accept an offer less than $150k doesn't apply. Or, put another way: > It could simultaneously be true that including a good salary range increases the number of applicants who are good fits for the role, and also true that including a good salary range decreases the average quality of candidates. Part of "good fit" c…

Post by halfmatthalfcat » Thu, Jul 21, 2022, 7:42 PM UTC

alexfromapex wrote: post #200

Or the hiring engineers are holding candidates to insanely high standards that they themselves couldn’t be held to. I did a 4.5 hour interview with Capital One where I had to design a full system diagram from a text description. I thought I did great on it because I’ve done it several times in previous roles for real. Then with a different interviewer I had to solve a Python challenge which I passed and then was aske…

Post by trentnix » Thu, Jul 21, 2022, 7:45 PM UTC

wccrawford wrote: post #85

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,…

My father once told me that money is how the company tells you how much they value you. It isn't just about the money, it's about the respect. Many, many people leave jobs because of the salary. Not just they need more money, but because they know they're worth more than that and can get it. Those people are not going to bother looking at jobs that pay less than they're worth. They are absolutely going to look at the…

Post by [deleted] » Thu, Jul 21, 2022, 7:47 PM UTC

driverdan wrote: post #328

twawaaay wrote: post #282

In decades of interviewing and hiring developers I have not seen an actual difference coming from posting salary ranges. I tried many different versions of this. As a candidate, I do not apply to a thousand different places. I find 3-4 where I would want to work and I do my research before I even apply. I know what they can pay me before I get to talk to them. As an interviewer I try to stay away from candidates that…

> First, you are loosing ALL candidates that you would gladly pay more than the posted salary range Then you're doing it wrong and not posting the correct range. If you can pay more than increase the top end of the range.

Post by abirch » Thu, Jul 21, 2022, 7:48 PM UTC

dotdi wrote: post #256

More anecdotal evidence: a few years back I wanted to get out of the work situation I was in. I looked around, had some interviews, had some offers. None of the postings had salary ranges, as is common where I live. My eyes, however, were set on a specific small company because I liked their product. The process was long and involved multiple meetings, a take-home problem, and stretched over 2 or so months. I was upf…