Salaries in job posts

derp90 said:
So let's say you have R1000 per month in mind for a job posting, and someone applies who has been earning R2000 per month in their previous position. Are you telling me that you'd gladly consider paying them more than R2000 even though you had a much lower figure in mind?
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Let's not start with 1000 in mind. Let's start with 'it depends' in mind. Am I allowed to do that?
derp90 said:
Limiting the pool to "only people who can accept the salary I'd like to offer" is a GOOD thing. No one goes in expecting too much, and those that are chancing it, you just don't hire. It's not like the chancers wouldn't apply to the position even if you didn't list the salary.
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The salary I'd like to offer is flexible. You're missing the point. You want to work with my team, I'm willing to consider you. What would you like to earn?
 
Ancalagon said:
Then you have different roles. If the salary range is so broad, its because the role description is too broad.

You could then publish two roles with different salary ranges, and allow people to apply for one.

In any case, you just described one specific example of where you're hiring when you don't know what you want (ROFL but anyway). But in other examples, you know exactly what you want, so why not just publish the salary?
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I was purely giving an opinion as to why I think it doesn’t get published.

I have no say in whether it does or not, as the Hiring Manager it’s something I only discuss with the candidate once they’ve gone through the vetting process with talent acquisition.
 
lkpat said:
The salary I'd like to offer is flexible. You're missing the point. You want to work with my team, I'm willing to consider you. What would you like to earn?
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Cool, so lets open up a position for a junior dev, anyone can apply, even the dude who is a year before pension who has worked as a software dev their entire life.

No responsible company would offer a position without an internal salary band, and if you have e.g. senior position as well, make another listing with that band. If they were going to do the effort of apply to junior, they'll quick check if you have a senior spot.
 
If companies want to offer you, they will. But it will be based on internal relativity and fairness to other employees (Senior or not). Whether the salary is posted or not, if you are great, companies will make a plan.
 
cguy said:
No salary on this job. Must be kak pay.

View attachment 1750511
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Link:

And bypass paywall link:

Lots of states in the US are enforcing it now, and Google seems to comply only if they have to:
1723456018122.png
Plus for google you can generally check the salary bands per position via e.g. levels.fyi though these are estimates and are a huge band: https://www.levels.fyi/jobs/location/united-kingdom?jobId=79542517367743174

Generally having a salary range just benefits all applicants, e.g. Google can bet is among the higher salaries, but a small business you have no idea what their range is for a senior.

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Side note Austria one: They legally have to post it with the table entry in the collective agreement, e.g. I am classified as Experienced level ST1, which has role definitions for what is ST1 in terms of responsibility etc., so know the minimum income I am guaranteed for that position and that it's a senior role (and not a team lead etc. disguised as senior due to that personnel management task). Made it way easier to filter out "senior" roles that are intermediate or are not only software.

For other professions etc., it means people know what they can apply to as salary band, e.g. you are working as support at a company, know that it's e.g. standard ST1 and moving companies you know what the floor is without having to waste both parties' time. It is why so many software devs use offerzen, since can just say I want x, rather than apply to companies without knowing if they even entertain x.

Note it's working backward from salary to get if e.g. ST1 or ST2, but e.g. range like this: https://jobs.derstandard.at/jobsuch...w-m-x?utm_source=ams&utm_campaign=allejobsams is super common, or just salary min for position with "bereit zur überzahlung" > ready to pay more.
 
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Asking the salary bracket is now my first response to LinkedIn recruiters, so far, probably 9/10 vanish when the question is asked.

Bloody recruiters have even tried to convince me taking a lower salary than what I currently earn is in the best interest of my career.
 
xrapidx said:
Asking the salary bracket is now my first response to LinkedIn recruiters, so far, probably 9/10 vanish when the question is asked.

Bloody recruiters have even tried to convince me taking a lower salary than what I currently earn is in the best interest of my career.
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So let's say you earn 10k per month, they decide to interview you because you checked 5/10 boxes in the requirement. Now you ask them the bracket and they say the max we can go is 100k but it really is based on the perfect experience related to the job requirement. In your mind you are confident that you check 10/10 boxes even though you have not done the job yet and this is a new company.... (they disagree with your 100k expectation as you don't have all the experience). Now they offer you the job at 20k, you still pushing back saying the bracket is 100k?

People should always negotiate a salary increase when entering a new company, it's your only opportunity to bargain compared to annual increases. But people should also leave entitlement at the door and this belief that they are gods gift to the company and they should pay you 100% increase because you are underpaid currently and worth it.
 
Zuluzebra said:
So let's say you earn 10k per month, they decide to interview you because you checked 5/10 boxes in the requirement. Now you ask them the bracket and they say the max we can go is 100k but it really is based on the perfect experience related to the job requirement. In your mind you are confident that you check 10/10 boxes even though you have not done the job yet and this is a new company.... (they disagree with your 100k expectation as you don't have all the experience). Now they offer you the job at 20k, you still pushing back saying the bracket is 100k?

People should always negotiate a salary increase when entering a new company, it's your only opportunity to bargain compared to annual increases. But people should also leave entitlement at the door and this belief that they are gods gift to the company and they should pay you 100% increase because you are underpaid currently and worth it.
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Thats why you ask for a salary bracket. Pointless wasting everyones time if they can't offer more than I'm currently paid.

I'm only leaving a job if
1. they can pay me more
or
2. they can match my salary and offer me a better experience. (whether its remote work, opportunity to learn from more skilled people, etc)

I have countless recruiters respond saying they can afford my salary (without knowing it) - or -its based on experience - again - with no idea what I earn now. I'm also part the time where I just hand out my salary information to random recruiters without knowing if the position THEY CONTACTED ME for is within my salary bracket.
 
Zuluzebra said:
So let's say you earn 10k per month, they decide to interview you because you checked 5/10 boxes in the requirement. Now you ask them the bracket and they say the max we can go is 100k but it really is based on the perfect experience related to the job requirement. In your mind you are confident that you check 10/10 boxes even though you have not done the job yet and this is a new company.... (they disagree with your 100k expectation as you don't have all the experience). Now they offer you the job at 20k, you still pushing back saying the bracket is 100k?

People should always negotiate a salary increase when entering a new company, it's your only opportunity to bargain compared to annual increases. But people should also leave entitlement at the door and this belief that they are gods gift to the company and they should pay you 100% increase because you are underpaid currently and worth it.
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No, thats not how salary brackets work.

They would state the position is between 40k - 80k and then you can make up your mind if they can actually afford you, and they can make up their mind if you fit within their criteria and nobodies time is wasted.
 
Johnatan56 said:
Lots of states in the US are enforcing it now, and Google seems to comply only if they have to:
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Yeah, they do, which is why I posted the UK based position. Note that the number in the US job is completely useless because it only gives the salary component, and not the TC, which is what actually matters.
 
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cguy said:
Yeah, they do, which is why I posted the UK based position. Note that the number in the US job is completely useless because it only gives the salary component, and not the TC, which is what actually matters.
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Sure, but you're picking an extreme outlier to make that point. 99% of companies are not offering TC vastly different from salary.
 
Johnatan56 said:
Sure, but you're picking an extreme outlier to make that point. 99% of companies are not offering TC vastly different from salary.
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It is, however, true for 99% of the high paying companies though. Additionally, these companies provide a disproportionate amount of employment due to their size. So, the assertion that lack of pay info means kak pay is just wrong.

Many companies don't just look to hire specific-skillset X to do narrow-job-spec Y, they're looking people who can add value to their effort, which could mean $100k/y or $1m/y depending on a variety of factors. I do agree that standardized jobs with standardized requirements should post ranges, and if they won't give a range before a technical interview, it's best to look elsewhere.
 
cguy said:
Additionally, these companies provide a disproportionate amount of employment due to their size.
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Not really in the bigger scheme of things,
4.4m software devs in US, ~27m in the world.
Stats world wide:
Amazon: ~35k
FB: ~32k
Google: ~28k
So we're at <1% of software devs (probably including the rest of FAANG/MAMAA) and I will bet a majority of those software devs are not Google's L7 equivalent and above where stock makes up a large part of their salary.

Sure, they employ more than most other large companies, but that doesn't mean they are even close to the norm.
 
Johnatan56 said:
Not really in the bigger scheme of things,
4.4m software devs in US, ~27m in the world.
Stats world wide:
Amazon: ~35k
FB: ~32k
Google: ~28k
So we're at <1% of software devs (probably including the rest of FAANG/MAMAA) and I will bet a majority of those software devs are not Google's L7 equivalent and above where stock makes up a large part of their salary.
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Stocks and/or bonuses are a significant part of the salary at all levels. You’re also leaving out Microsoft, NVIDIA, Netflix, Oracle, Intel, AMD, IBM, Apple, Adobe, Broadcom, Qualcomm, Intuit, Accenture, Alight, and a hoard of smaller firms that do exactly the same. Not to mention every single investment bank, hedge fund and prop shop.

Johnatan56 said:
Sure, they employ more than most other large companies, but that doesn't mean they are even close to the norm.
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I didn’t say they were the norm, but it’s a ton of very highly paid jobs that don’t disclose TC in their adverts. If you write them of as “kak pay”, that’s on you.
 
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