New York employers must include pay rates in job ads under new state law

Post by nfriedly » Mon, Sep 25, 2023, 1:52 PM UTC

throw1234651234 wrote: post #84

jstanley wrote: post #81

Earlier quoted context omitted.

> I frequently see people with work history in the $30/hour range applying for very high pay jobs. Does a low-paying job in the past disqualify you from high-paying jobs in the future?

In my experience, it mostly does. Everyone tries to funnel you into +5-15% positions and may relent to +15%-30% when you reject their offer (two times and they still decide they need you).

Post by pc86 » Mon, Sep 25, 2023, 1:53 PM UTC

shortrounddev2 wrote: post #114

pc86 wrote: post #80

Earlier quoted context omitted.

Absolutely not, it's a VC ecosystem oddity just like people saying they make $400k when most of that is stock and sometimes there isn't even a liquid market for it. The median software engineer salary in the US is something like $110k. Still about twice the average individual income in the US[0], but the vast majority are going to be making 99% of their income in cash compensation including bonuses. I've worked for a…

I believe that a lot of companies offer stock options for two reasons: 1. Software engineers have come to expect it 2. It provides a very cheap incentive for the engineer to remain at the company for the N number of years required to vest And in the end, they may still end up being worthless

Post by cutemonster » Mon, Sep 25, 2023, 1:56 PM UTC

verelo wrote: post #91

Spooky23 wrote: post #78

Earlier quoted context omitted.

They’re HR people - a log is a thing that used to be a tree.

No hate for HR but i have to share a funny line my previous business partner used to quote: "These people are often neither humane nor are they resourceful"

Post by michaelt » Mon, Sep 25, 2023, 2:02 PM UTC

viraptor wrote: post #47

blfr wrote: post #3

I have never worked in a job where you can give a reasonable pay band and routinely made 1.5-3x what other people with the same title did, before bonuses. This really only works for well-defined jobs in production, retail, and seems to bring little utility for the HN crowd.

That may be also a sign of poorly defined levels. If you're calling people the same i.e. set the same expectations, but pay them 3x different amount, something's weird with the org.

Post by dg246 » Mon, Sep 25, 2023, 2:06 PM UTC

pc86 wrote: post #76

matwood wrote: post #29

Earlier quoted context omitted.

Posting a large, unreal range will also cause headaches internally with your existing employees. Skip all the hassle and just use a valid range. Because of the laws getting passed in other states, many postings already have ranges and they have looked reasonable to me.

I think the largest range I've seen that wasn't very obviously from some resume harvester or z-tier recruiting firm was $30-40k between the lowest and highest, and it didn't seem to grow all that much as the upper band number increased (e.g. I distinctly remember one that said $180-200k). These $50-500k ranges simply don't happen in reality.