121–130 of 364 posts
I found an example on today's front page (Rutter): https://jobs.ashbyhq.com/rutter/7b222f5f-cd46-4592-9cf8-6cd1... No salary range posted, job is in NYC.
14 minutes later, it now has a salary range: > $175K-210K base compensation 'Post about the problem on HN' shows its power once again.
There are some comments in here that verge on assuming bad faith on the part of the companies involved, so I think it's worth pointing out that this is a new law which has been in effect for just over a month. It's been on the way for a while, so it's not “sudden”, but it’s still a new thing that people are figuring out and it’s easier to forget about if you’re in the habit of re-using old listings. (Not about OP, wh…
I found an example on today's front page (Rutter): https://jobs.ashbyhq.com/rutter/7b222f5f-cd46-4592-9cf8-6cd1... No salary range posted, job is in NYC.
Hey sorry about that this is our job posting - we duplicated a another one and missed adding that information, thanks for catching that! We added in the salary range. Feel free to email us if you have any other questions!
I've been in the job board / HR Tech space for a while, and every time I see a state pass a law requiring advertising the salary range, I'm reminded of a few facts: * Showing your salary range as long as it is at market wage or higher delivers 14% more applicants. It is a good idea to show salary on job ads. * If you don't give the job board a salary range, they will use tools like salary.com or their own tools to sh…
I've noticed my interest in a job tends to drop consistently the longer it takes for a response. This isn't surprising at all. I don't think it's because we're fickle, it's more that right when you apply you can picture what it might be like to start working for the company and start to identify with that future. As the days drag on, that picture seems less and less likely to happen.
I've been in the job board / HR Tech space for a while, and every time I see a state pass a law requiring advertising the salary range, I'm reminded of a few facts: * Showing your salary range as long as it is at market wage or higher delivers 14% more applicants. It is a good idea to show salary on job ads. * If you don't give the job board a salary range, they will use tools like salary.com or their own tools to sh…
> if you advertise a job respond to applicants quickly - as in within minutes of the application i mean it's nice to get a response as soon as possible but this seems completely unrealistic... it seems perfectly normal to expect a wait of a few days or weeks to me
If you run recruiting like it is important, making sure recruiters and hiring managers have the tools and time to talk to candidates quickly is really easy to do. A lot of companies run recruiting like it's a surprise when they have to hire or view it as less important than other functions... and then put lines like "our people are our greatest assets" on their careers page.
Earlier quoted context omitted.
> the truth is that unemployment did not go up in November. Do you have a source on this that breaks out unemployment by sector? 100k tech sector layoffs could be easily overshadowed by holiday season retail hiring.
You can dive through US DOL JOLTS report if you want to understand this. Big tech did layoffs. IT departments still need people.
There are some comments in here that verge on assuming bad faith on the part of the companies involved, so I think it's worth pointing out that this is a new law which has been in effect for just over a month. It's been on the way for a while, so it's not “sudden”, but it’s still a new thing that people are figuring out and it’s easier to forget about if you’re in the habit of re-using old listings. (Not about OP, wh…
>There are some comments in here that verge on assuming bad faith on the part of the companies involved Not disclosing pay is illegal in three states in the US, and has the practical effect of reducing the number of applicants to the advertised job by 14%, so it's self-harming for the employer anyway. Bonus: a lot of job boards will just plug an "estimated salary" in for you to max their CTR and revenue on syndicatio…
Another downside is that it's easy to scrap and collect this data and companies might not like candidates or employees easily accessing historical data.
Sharing salary range basically reduces the knowledge advantage of a company in many ways.
It's surely great for candidates and existing employees.
What is the downside of posting a salary range of $1 to $1m for every job? Is there some kind of enforcement that it has to be someone at the company making the amount of money for the job with the same title?
> employers advertising jobs in New York City must include a good faith salary range for every job, promotion, and transfer opportunity advertised
I think the question is what is "good faith" and what is the legal test (if there is one) for such a description. I'd love it if a lawyer could pontificate on this.
Earlier quoted context omitted.
I don't believe I said anything about intent. Indeed, my comment is rooted in the assumption that YC wants to do the right thing here. Did you mean to reply to somebody else? Even assuming the best of intent -- in fact, especially when we assume that -- YC's role as a guide to often-novice entrepreneurs means they should be helping out here. Both by educating them on changing hiring laws and by sending back inadequat…
Since the OP didn't quote or link to any of the supposedly offending job posts we can't judge the "purely factual question." That would require seeing the job posting in question and then reading the text of the NYC law. We would have to determine if the NYC law applied to every specific case. If OP implies that job postings from YC companies "break hiring laws" then the OP should support that with some facts. The NY…
I'll also note that the person who did post about this perhaps left the company names out because they were being considerate, not wanting to invite trouble for people who could be entirely well meaning when they are just examples of a broader problem. So as long as you're arguing for assuming good intent, maybe you could try that yourself?
Earlier quoted context omitted.
Because not every violation has bad intentions, so why not be polite? And folks at startups are usually wearing multiple hats. They might not have a VP of Recruiting/HR/Legal on board that knows all applicable federal/state/city laws. It might be a SWE posting these jobs.
They might not have four employees yet. They might not have any employees in NYC yet. Either of those conditions would exempt them from the NYC law. I wouldn't jump to assuming deliberate illegal behavior. The NYC law went into effect last month, and waives the penalty for first offenses to give companies time to comply. If I saw a NYC-based job posting with no salary I would give the benefit of the doubt at least.