Tell HN: You can't hire because you don't post salary ranges • Hacker News Board

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

#541

Post by alsetmusic » Mon, Jul 25, 2022, 9:48 PM UTC

strunz wrote: post #466

kedean wrote: post #427

Earlier quoted context omitted.

> 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.

Nobody cares about gaps in resumes. I swear people think it's 1990 still. If you have desirable tech skills, that's all that matters.

> Nobody cares about gaps in resumes. I swear people think it's 1990 still.

False. I took five years to explore personal projects and then couldn’t get a callback to save my life. After landing a menial temp job, suddenly I got calls and interviews and landed a real job in no time. A huge gap can torpedo your efforts.

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

#542

Post by _rend » Thu, Jul 28, 2022, 6:10 PM UTC

runamok wrote: post #532

_rend wrote: post #509

Earlier quoted context omitted.

Oh, for sure, that would be nuts. 0.1–1% of applicants .

So to be clear for a given position you get 100 to 1000 resumes, then interview how many of those before deciding on 1 person? I am curious what the funnel looks like.

It depends entirely on the size and quality of the candidate pool, but I'd say very roughly:

* Initial candidate screening reduces the pool by 85–95% (leaving 5–15% of the initial pool) * Interview #1 reduces the pool further by 50–66% (leaving ~3–4% of the initial pool) * Interview #2 reduces the pool further by another 66–75% (leaving ~1–2% of the initial pool) * Final chat usually doesn't reduce the pool, but it's one last pass for additional signal * We choose a single candidate of whoever remains

For a position with 400 applicants, it could look like

* Initial screening leaves 40 candidates for interview #1 * Interview #1 leaves 15 candidates for interview #2 * Interview #2 leaves 4 candidates for final chat * We pick from those final 4

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

#543

Post by ronatory » Tue, Aug 02, 2022, 12:29 PM UTC

zinckiwi wrote: post #61

thrill wrote: post #28

I think they should post salary minimums instead of a range - that huge range is just eye candy. Oh, but not enough people will be interested at the minimum? Then your minimum wasn't good enough and isn't actually the minimum.

I like that. " If you get an offer, it won't be lower than X."

No post body was provided.

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

#544

Post by joe5150 » Tue, Aug 02, 2022, 9:48 PM UTC

bastardoperator wrote: post #538

joe5150 wrote: post #502

Earlier quoted context omitted.

jobs on salaries still have an expectation of how many hours you will work and some provide PTO comp for "overtime". tracking this often does mean filling out a time sheet or punching a clock, even though those times don't directly figure into your paycheck.

This is just simply not true for most tech workers, especially here in California. I'd argue most companies have moved to "unlimited PTO" so that workers are not accruing vacation. Businesses no longer want to have millions of dollars outstanding on their books when it comes to vacation time. I've worked for two Fortune 15 companies, done an IPO, and have consulted with all the big names in the valley, no one is cloc…

notwithstanding the norm in big tech, what nibbleshifter described is pretty common for salary-earning employees in other industries.