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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

#431

Post by sys_64738 »

lordnacho wrote: post #364
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…

I seriously don't get how slow firms hire anyone. Surely the people you want will vanish quickly? I recently found a new job, had a backup offer after a week, and the job I actually wanted 4 weeks later, after about 7 working days post contact. After I signed, several of the firms I'd interviewed with got back to me with interest. This is weeks after initial contact, and weeks after the last interview, so if course I…

Depends on the company. I took three months with current company which took a month for a background check. I gave notice before getting this position as I was done and wanted time off.

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

#432

Post by sys_64738 »

akavi wrote: post #404
b20000 wrote: post #334

Earlier quoted context omitted.

This is also why you should not agree to do coding interviews.

Personally, I refuse to work for companies that don't explicitly evaluate programming ability when interviewing engineers. I want to know that the people I'll be working with are at least baseline competent in that regard.

That’s OK if you’re a junior engineer with less than ten years experience but I would feel insulted if you question my credibility.

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

#433

Post by jacquesm »

kedean wrote: post #427
jacquesm wrote: post #280

Earlier quoted context omitted.

Save for one year then take 6 years off and come out roughly the same. That seems like an absolute no-brainer to me.

> roughly the same Except now you have a 6 year gap on your resume to explain and probably a 6 year degradation of skills unless you're really disciplined.

So what? Depending on the OPs age that might be just fine. And their skills could very well improve, it all depends on what they do in that time.

That kind of freedom is normally only reserved for the kids of the very wealthy, and it opens up all kinds of opportunities.

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

#434

Post by Balgair »

hyperrail wrote: post #23

https://www.coloradoexcluded.com/ It seems to have been less active lately, but based on what you say, that may not be because employers are responding to the incentive...

The form to submit complaints:

https://cdle.colorado.gov/sites/cdle/files/Equal%20Pay%20Com...

You can do so anonymously.

Simple screenshots are accepted.

Submission can be sent by email, also anonymously : cdle_labor_standards@state.co.us

I'd suggest a burner email, if you'd like to stay anonymous : https://www.google.com/search?client=firefox-b-1-e&q=burner+...

Please be kind to the worker that is processing these complaints.

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

#435

Post by Balgair »

kxyvr wrote: post #58
hyperrail wrote: post #23

https://www.coloradoexcluded.com/ It seems to have been less active lately, but based on what you say, that may not be because employers are responding to the incentive...

How well is this law actually enforced? As an example, I quickly pulled a physician job at a random HCA hospital in Denver: https://careers.hcahealthcare.com/jobs/9031565-pulmonary-sla... I see no salary ranges. I pulled some other medical jobs as well and it seems moderately random if they list anything at all. Really, I may be misunderstanding the law and what information is supposed to be disclosed, but the larger…

https://cdle.colorado.gov/sites/cdle/files/Equal%20Pay%20Com...

You can submit anonymous complaints via the form through email. Screenshots are accepted.

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

#436

Post by zach_garwood »

cygned wrote: post #37

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…

Why would you try to compete with them instead of enumerating your advantages?

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

#437

Post by zach_garwood »

beowulfey wrote: post #50

Applying (or hiring) for jobs is just like online dating. If there is something that stands out about you that may be an important factor in someone finding you appealing, it is worthwhile to be clear about it up front. If someone does care about it, they will pass on you, but you will get overall higher quality candidates from those who don’t mind or don’t rank the property as highly. It saves everyone time this way…

Haha, I put this on my profile, too!

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

#438

Post by jokethrowaway »

joshklein wrote: post #384
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…

My "never again" story was around a decade ago. Thoughtworks had me interview with roughly a dozen people over half a dozen or more interviews, lasting ~20 hours (if you include the proctored Wunderlic test they administered to me on premises). At the end of that lengthy process, they said they would have loved to bring me on but "didn't have any open positions that fit my set of skills". You know, that set of skills…

I passed a Nearform interview years back when they didn't have employees, just contractors.

They said "Good, you passed the assignment, we'll call you when we have clients for your range". I kept my old job and I'm still waiting for a client from them.

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

#439

Post by antod »

seadan83 wrote: post #396
Phrodo_00 wrote: post #94

Earlier quoted context omitted.

I think the difference is that the OP is talking about being "happy at work". I don't think about compensation while working, it doesn't really affect your work environment. Compensation is important because of what you can do with it outside of work.

You never have the thought, "I'm not being payed enough for this shit?" Or, realized new hires with less experience are being payed more? Or that colleagues that are slacking are being payed the same or more? All these feel like concerns related to pay while working. I've certainly had those thoughts and was genuinely underplayed for half my career

> You never have the thought, "I'm not being payed enough for this shit?"

More like "no amount of money is enough to make me happy doing this shit"

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

#440

Post by _rend »

lordnacho wrote: post #364
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…

I seriously don't get how slow firms hire anyone. Surely the people you want will vanish quickly? I recently found a new job, had a backup offer after a week, and the job I actually wanted 4 weeks later, after about 7 working days post contact. After I signed, several of the firms I'd interviewed with got back to me with interest. This is weeks after initial contact, and weeks after the last interview, so if course I…

It depends entirely on priorities and circumstance. Some folks are willing and able to wait to work somewhere they feel is a perfect fit for them, or special in some other way; others may be interested in transitioning to new work ASAP (or need to, for financial reasons).

When I left my last job, I quit without having anything lined up, and was fortunate enough to have a bit of buffer to take some time off to recuperate and search for new work. I got some promising interviews, but none were like my interviews with the company I work for now. I rejected a number of offers while still in the process with my current company (with the full understanding that there was no guarantee of anything waiting for me). My priority at the time was finding somewhere where I knew I would love to work, and not getting back to work as soon as I could. For me, it paid off to wait.

Our interview process is pretty involved, and not for nothing — we get a lot of applicants, screen heavily, and put in a lot of time and effort into each individual candidate at every stage. We don't have dedicated recruiters, and besides our ops team, we've got individual developers, designers, product managers, support folks, etc. involved in hiring for their respective domains. Our interviews are humane, first and foremost, and a good number of candidates I've gotten to speak to have described the process as refreshing (well, relative to the general hell that is interviewing). The general process is: written questionnaire, two interviews (one technical/skill-focused, one non-technical), and a chat with execs.

It's completely understandable if this process doesn't work for all candidates; we've made great progress tightening up the process, shortening it without compromising on quality, and have invested a lot of time in tooling to help us out to speed things up. But it also works exceptionally well for us and the folks we're lucky to work with (~0.1–1% hire rate depending on position) — since I started a few years ago, the company has more than doubled in size (from a small to a medium company), and in that time, we've had a total of 2 individuals decide it wasn't a good fit for them. The company culture is like nothing else, and it's an amazing place to work.

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