Show me the salary!
blog.jobbox.io
Show me the salary!
1–10 of 191 posts
Re: Show me the salary!
#2The culture of hiding salaries can only work in an employers interest. I can't see situations where it would be in the interest of the worker (unless they are earning silly money and feel they need some kind of "protection").
Re: Show me the salary!
#3We don't broadcast our salaries with our job listings because reality is how much we're willing to pay varies candidate to candidate. Interviewing, for example, someone with seven years experience vs. fifteen (I'm simplifying what matters greatly for the sake of argument - years experience is the easiest thing to put a number to) and we would pay way more for one than the other.
Maybe that's unfair, but I don't think we've ever chosen not to hire someone because of the salary level they wanted.
Re: Show me the salary!
#4We don't broadcast our salaries with our job listings because reality is how much we're willing to pay varies candidate to candidate. Interviewing, for example, someone with seven years experience vs. fifteen (I'm simplifying what matters greatly for the sake of argument - years experience is the easiest thing to put a number to) and we would pay way more for one than the other. Maybe that's unfair, but I don't think…
Then have a range? Of course you need to pay different employees different salaries, but that doesn't mean you can't expose potential employees to the salary they might expect to earn.
Re: Show me the salary!
#5I wonder what happens if test-engineer Bob finds out that there is a new job-opening for a test-engineer in his company, with a salary that is significantly higher than his own current salary.
Re: Show me the salary!
#6"Resentment"
Good call on that. Resentment is the #1 factor in practically everything in internal people dynamics. Poor managers and founders just don't realize it yet.
This tends to be less bad in major cities than in small towns though. Young people, get out of the small town you're living in.
Re: Show me the salary!
#7I wonder what happens if test-engineer Bob finds out that there is a new job-opening for a test-engineer in his company, with a salary that is significantly higher than his own current salary.
He does what I did in the same situation, spend 5 minutes finding a new job before turning in his 2 week notice.
I don't do the "lets re-negotiate my salary" bit, it's up to my employer to keep me at or above market rate for my skills, I shouldn't have to ask for it.
Re: Show me the salary!
#8We don't broadcast our salaries with our job listings because reality is how much we're willing to pay varies candidate to candidate. Interviewing, for example, someone with seven years experience vs. fifteen (I'm simplifying what matters greatly for the sake of argument - years experience is the easiest thing to put a number to) and we would pay way more for one than the other. Maybe that's unfair, but I don't think…
This is counter to a lot of advice given, but because of this I try to address salary as one of the first questions during the initial contact I have with a potential employer. I'm fine with a range, but if they're not even in the same ballpark we've both just saved a lot of time. Similarly, if there's no way they can afford me it does us both good to wish each other well and move on.
Re: Show me the salary!
#9I wonder what happens if test-engineer Bob finds out that there is a new job-opening for a test-engineer in his company, with a salary that is significantly higher than his own current salary.
He asks for his salary to be re-aligned with industry standards and in many cases they will oblige.
In most cases, businesses are reasonable. They aren't going to volunteer to pay you more out of the goodness of their heart, but (most) of the time it doesn't hurt to ask. Just don't go threatening to leave if they don't.
Re: Show me the salary!
#10We don't broadcast our salaries with our job listings because reality is how much we're willing to pay varies candidate to candidate. Interviewing, for example, someone with seven years experience vs. fifteen (I'm simplifying what matters greatly for the sake of argument - years experience is the easiest thing to put a number to) and we would pay way more for one than the other. Maybe that's unfair, but I don't think…
Seems like an awe shucks kind of answer, if that were truly the primary concern you could post the highest and lowest salaries you hire at and explain the range.
I do agree with your policy but for different reasons. For one I haven't seen a scalable way to roll out total salary transparency with a net gain in company psychology. The problems seem to outweigh the benefits, although I think it may be possible and just not figured out yet.