Right exactly, if you want someone already making $135k then you should offer $135k or more.
Requiring salaries was passed as a pro-labor move. We know it increases wages over time. That’s the point.
If you wanted someone making 135k to come work for you, then you should probably pay at least 140k.
Greed. The answer is always fucking greed.
Well if they are unhappy with their job you could probably offer the same… But I am not switching jobs from something I like to something unknown without a minimum of 10%. So $150k is more reasonable.
so you rather waste all the time going through all the interview process for them to reject your offer during salary negotiation phase, and then after enough times they just stopped applying to jobs without a salary range and you are back to your shitty limited pool
I’m not even bothering with no range posted. At this point I’m also not waiting until the 14th interview to ask about salary because it looks bad. I’m asking in the first 5 min. And if there are more than a few interviews that shows me they have no industry knowledge or contacts and that’s a red flag.
Yes, and?
If you don’t post the salary range, then the person most likely to apply is nobody. Stop wasting people’s time for your profit
So basically a ghost job. You’re not going to get the people you want and instead the position remains open.
But you can sit there and tell shareholders that you’re hiring and they’ll be excited as that makes it sound like the company is doing great.
Yes, waste the time of the person earning $135k. That makes perfect sense.
I this supposed to be some brilliant revelation? Because if this “Expert” just spewed that elementary business theory as some kind of advanced thinking, I’d throw him out of my office.
I know plenty of people who would go from $130k to $90k if it meant a better / less stressful work environment.
Even outside of tech. I happier not busting up my body anymore.
It’s almost as though you’re not supposed to get that person because you’re not fucking paying enough for their talent… 🤔
To be fair, there’s plenty of $135k people who shouldn’t even be making $40k for their “talent”.
Meritocracy is a myth.
I’m only aware of comprehensive data for the USA, but see historical ceo-to-worker compensation. Note the extreme compensation explosion after the year 1994, which is shortly after the much more comprehensive executive compensation reporting rules were implemented (1992-1993).
Now, correlation isn’t causation, but it would be a hell of a coincidence. Imho anyone who argues for salary ranges not being disclosed is trying to suppress wages. Whether deliberately or through ignorance.
So you waste your time interviewing the 135k guy and he obviously rejects your shitty offer?
So you waste your time interviewing the 135k guy and he obviously rejects your shitty offer?
Not just your time, your and the candidate’s time.
They’re hoping to somehow talk $135k guy into it.
They’ll bait the hook with things like “unlimited” PTO because there is a chance the reason you’re interviewing is for an easier work environment, not more pay.
It won’t work most of the time but that’s why it’s called fishing and not catching.
Charitably the best i can come up with at least the business would know they’re not offering enough if people keep rejecting them. But then that’s the status quo and all evidence points to wage suppression so clearly they’re just making up bullshit to justify wage suppression.
My wife applied to a job this weekend, no salary mentioned at all and a required field on the form was her salary expectation that would only permit a single number, no letters, not a range.
yes, so they can then post about how nobody wants to work anymore
I think that’s the implication, yeah. Seems like this guy needs to get taken out on a walk to the end of the pier on a nice day. Go see all the pretty fishes. Maybe watch the sunset.
If you want the 135k guy then offer to pay 135k idiot.
150k*
“If people knew I was going to underpay them, they wouldn’t apply for a job!” 🤡
So, he wants to hire a person who is valued at 135k for 90-110k.
Once hired, he becomes a 100k guy and they suddenly want to pay them 70.
he wants to hire that 135k person at 75k.
No, it’s even worse, what he wants that 135k person to go through the application process.
The guy seems to be from a placement agency so he doesn’t actually care that the 135k applicant is going to tell the hiring manager to fuck of at the end of the application process when they get a 110k offer and thus not get hired, what he cares about is being seen sending tons of applicants.
He literally has different motivations than those doing the hiring.
I interpret this as the company willing to pay more if there’s an exceptional match, but posting ranges practically filters these profiles out.
But yeah, I’d be happier to actually see these ranges, way less room for companies to lowball you.
Not posting salaries shows an utter lack of respect for my time.
I remember when I was working as a contractor that I would simply not deal with certain placement agencies after they sent me towards positions which were way below my rate and wasted my time on it.
In fact it’s generally a pretty good red flag on an agency or potential contract that they’re not willing to tell you early in the process what’s the range of rates for the job.
Yeah when I was working with recruiters the first question out of my mouth was “what’s it pay?” Eventually got down to primarily going through one agency where the guy knew not to fuck me around but I made up for any annoyance that may have caused by being reliable. That was the only recruiter I ever dealt with who gave me multiple postings at a time to choose from.
Oh it absolutely does, but sadly enough they have plenty other ways to waste your time.
Then they are bad at posting ranges and should post better ones. The upper band of the range should be for exceptional matches.
At this point I’ll be happy if they can tell salaries during the first interview, rather than having 3 rounds to then offer half of what I told them I earn on my first call
Then post a second listing and pay range for a senior role. If someone applies for senior, treat them based on the upper requirements for the upper pay range.
