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Earlier quoted context omitted.
14 minutes later, it now has a salary range: > $175K-210K base compensation 'Post about the problem on HN' shows its power once again.
Now let's see if they add maternity leave to their list of benefits. They add paternity leave, but do they expect all applicants to be male?
Probably because HN is not a law enforcement agency for New York City. The law has some exceptions, perhaps those apply. Why not contact the company and politely ask for the salary range?
> HN is not a law enforcement agency for New York City This is a good way to get subpoanaed, sued, and see every one of your start-ups fined for each and every violating post.
The law in question only has vague enforcement provisions that include fines "up to $250,000," which means any actual cases brought for enforcement will end up in court in NYC. A civil judge will then get to decide what "good faith" means in each specific case, and also decide questions of jurisdiction and responsibility.
Earlier quoted context omitted.
14 minutes later, it now has a salary range: > $175K-210K base compensation 'Post about the problem on HN' shows its power once again.
Now let's see if they add maternity leave to their list of benefits. They add paternity leave, but do they expect all applicants to be male?
Earlier quoted context omitted.
> HN is not a law enforcement agency for New York City This is a good way to get subpoanaed, sued, and see every one of your start-ups fined for each and every violating post.
The NYC has a documented complaint process. Start there if you have evidence of a violation. My quick reading of the NYC law tells me HN and other public forums for job postings do not have to enforce the law -- the person/company writing the job posting has to comply. If YC-funded companies break the NYC job posting law I don't see where in the wording of the law that investors have any legal jeopardy. The law in qu…
I don’t think Hacker News faces liability for posting non-compliant ads. (Not a lawyer!) But if it turns out to be a trove of them, HN’s essentially a honey pot.
> any actual cases brought for enforcement will end up in court in NYC
Precisely what you want your early-stage portfolio dealing with.
Earlier quoted context omitted.
The more-powerful and better-informed entity deliberately leveraging those imbalances to extract more value from the weaker entity is unethical. Might be normal, might be expected, might be "just business", but it's unethical. It's also contrary to the ideals of a free market, if that matters to anyone. I'll admit that it's ethical if one's ethical framework is based on Pirates of the Caribbean. "Take what you can, g…
> more-powerful and better-informed entity With many of these roles, it’s unclear who has the advantage: the seed-stage start-up or the key employee.
It's literally their job as a business owner, and millions of people successfully do this every year.
To those who think it's not YC / HN's problem, you're missing that HN literally has a Job Board: https://news.ycombinator.com/jobs This is a core part of their offering, it's not just user generated content, it's YC companies posting on YC's job board.
You have an incredible reach with highly technical users, and you can inject your hiring ads into the posts.
Earlier quoted context omitted.
>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…
Are the companies indeed inflicting self harm? They might get less applications that way, but posting salary ranges for new employees has other downsides - e.g. it might tilt existing employees. 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 comp…
They are spending 14% more on recruitment advertising than they would have to if they just put a range in the salary box. So, yes, financial self harm. 14% is substantial for many companies.
> ther downsides - e.g. it might tilt existing employees.
People have access to wage data and job boards in their pocket. If they answer that unknown caller, it's as likely to be a recruiter as a car warranty hustle. It's amazing how many business leaders think that their people are not going to look.
It's acceptable to me. Is there an obligation in the law to list salary range at every recruiting reference? If not, is HN now obligated to monitor every official posting for salary range? If you have a problem with the company, report the company.
“Any advertisement for a job, promotion, or transfer opportunity that would be performed in New York City is covered by the new law. An ‘advertisement’ is a written description of an available job, promotion, or transfer opportunity that is publicized to a pool of potential applicants. Such advertisements are covered regardless of the medium in which they are disseminated. Covered listings include postings on internal bulletin boards, internet advertisements, printed flyers distributed at job fairs, and newspaper advertisements.”
— https://www1.nyc.gov/assets/cchr/downloads/pdf/publications/...