Salaries in job posts

[cguy]

Well, I currently have applications in at both Google and Meta, so let's see how this plays out...

Good luck. Have you had any contact yet?

 

[Messugga]

Good luck. Have you had any contact yet?

Nope, nothing beyond acknowledging receipt of application but it's only been two days. Previously, I'd get an outright no within 24 hours, so I'm counting it as a win. Also have something at Monzo, which is a bit closer to home in terms of experience, being a bank. Holding thumbs here.

I've been told by MAANG employees that references are really the way to get noticed, but unfortunately I don't have any contacts in UK offices, so that's that.

 

[Barbarian Conan]

Offers or interviews?
You don’t want to enter negotiations from a point of disadvantage.

Interviews were done, offers.

 

[Y'all Qaeda]

You can really only reach those salary expectations if you have multiple offers for your skills. Then you have a better chance of reaching your true market value.

Although, with that being said, my perception is that companies don't like it when candidates play offers against each other. So, if you aren't careful with this, it can backfire.

I think what helps here is having a recruitment agent that you can trust. You can share your current compensation with them, and your expected salary. Your recruitment agent has a vested interest in getting you as much money as they can. They might know that the budget for the role meets your expectations, which means (in theory) as long as you perform well in the interview, you can get what you want.

With that being said, I have heard of companies that refuse to give new employees a good raise over what they were previously on, just out of principle. I really hope that market forces sort this out, because that should mean that they miss out on the most talented developers. But sadly, I don't think it works that way.

Maybe some good ones yeah, but mostly, they'll lowball you also. They'll rather take a payday of 30k (600k PA role) vs pushing back and fighting for an additional 5k (700k PA role) themselves. Even though that could be a 100k difference to the searcher.

 

[Ancalagon]

Maybe some good ones yeah, but mostly, they'll lowball you also. They'll rather take a payday of 30k (600k PA role) vs pushing back and fighting for an additional 5k (700k PA role) themselves. Even though that could be a 100k difference to the searcher.

Yeah, I agree, they don't want to have to fight for you - most of them, most of the time.

If you are CLEARLY massively underpaid, maybe they will get you a good raise. But most of the time, they just want to get you to the middle of what would make you happy and what would make the company happy.

An example: Last time I was looking (this year), I knew I was underpaid and wanted a minimum of a 15% raise, targeting a 30% raise. More than one recruiter said to me that this would be a difficult sell - that some companies would refuse to give you such a massive raise, even if you were "worth it".

I did end up getting a 30% raise, and I did it by keeping my mouth shut about what I was currently on. I never told them. They asked but I was vague.

 

[Y'all Qaeda]

Yeah, I agree, they don't want to have to fight for you - most of them, most of the time.

If you are CLEARLY massively underpaid, maybe they will get you a good raise. But most of the time, they just want to get you to the middle of what would make you happy and what would make the company happy.

An example: Last time I was looking (this year), I knew I was underpaid and wanted a minimum of a 15% raise, targeting a 30% raise. More than one recruiter said to me that this would be a difficult sell - that some companies would refuse to give you such a massive raise, even if you were "worth it".

I did end up getting a 30% raise, and I did it by keeping my mouth shut about what I was currently on. I never told them. They asked but I was vague.

Yip. My favorite was my interviews with Didata, started the process, told them I want this much, they were happy at the given rate roughly 35% increase, I inflated it as I was expecting negotiation, but they neither questioned it. Went through everything and at the end, the HR lady asked for my payslip as "proof of employment" - figured we already had the salary discussion so sent it through. Suddenly, my asking rate was too much and they could only offer like a 12% increase. WTF? Waste of everyones time.

Ever since, if they ask for it before making an offer, they either get a flat out no, or I tell them my payroll system is buggered and I don't get payslips anymore. I need to request them in person or some similar lie.

 

[Ancalagon]

Yip. My favorite was my interviews with Didata, started the process, told them I want this much, they were happy at the given rate roughly 35% increase, I inflated it as I was expecting negotiation, but they neither questioned it. Went through everything and at the end, the HR lady asked for my payslip as "proof of employment" - figured we already had the salary discussion so sent it through. Suddenly, my asking rate was too much and they could only offer like a 12% increase. WTF? Waste of everyones time.

Ever since, if they ask for it before making an offer, they either get a flat out no, or I tell them my payroll system is buggered and I don't get payslips anymore. I need to request them in person or some similar lie.

Not the first time I've heard about this, and sadly not the last.

I don't understand what companies have against giving people big, but deserved, raises.

 

[Kloofvreter]

Not the first time I've heard about this, and sadly not the last.

I don't understand what companies have against giving people big, but deserved, raises.

I've dealt with them. They are ruthless.

 

[My_King]

Thread is almost 5 years old.

Gen Zers won't even apply to a job if the salary isn't listed

 

[zimspy]

If you're taking a job just for the salary then you need to reevaluate your life.

Jobs are always money first. What even is this statement. I ain't going to pay the Checkers Sixty 60 biker gang with the opportunity to learn new cutting edge technology or the free lunch.
I need money to pay for stuff and save for when I can't work anymore or even when I get laid off.

 

[derp90]

Why must I waste my time applying for a position without any indication that the salary they have in mind aligns with the salary I have in mind?

Not listing the salary results in a huge waste of time for both companies and employees.

 

[deweyzeph]

In my experience, the kind of companies that don't state the salary for a job position are not the kind of the companies you want to work for. What they're basically saying is that you should count yourself lucky to even have the opportunity to work for us, so let's not bother about little details like how much we're going to pay you.

 

[NightShift]

Honestly I think when you get to having a couple of decades of experience in your 40's or so, what people want can vary by several hundred thousand Rand depending on a variety of factors so the rate is broad and vague. I work for the money. Everything else is a bonus but first and foremost I have alot of obligations so cash is king.

 

[Bliksis]

Please note that salaries are not a requirement for job posts on MyBroadband. Many salaries are highly dependent on experience and skills, and salary levels are not set. It would therefore be unfair to expect companies to post salaries when it will give a false representation of the position.

Hahaha.

 

[Bliksis]

In my experience, the kind of companies that don't state the salary for a job position are not the kind of the companies you want to work for. What they're basically saying is that you should count yourself lucky to even have the opportunity to work for us, so let's not bother about little details like how much we're going to pay you.

Lowballers.

 

[SauRoNZA]

Why must I waste my time applying for a position without any indication that the salary they have in mind aligns with the salary I have in mind?

Not listing the salary results in a huge waste of time for both companies and employees.

It can be tricky to give a figure up front when you have a position open that can span quite a large band with future development in mind.

To illustrate you have a role that requires 5 skills. Now you have someone apply that only has 3 of those skills, you can see them forming up to the full role in 6 months to a year but not straight out of the gates so you can’t pay them for work they can’t do yet.

Other side of the spectrum you have someone who comes on board with nice to have skills that aren’t required and you can pay them a little bit more.

Now if you put the entire salary bracket in the ad people just look at the top end figure and immediately chase that…even though they below in the bottom end of the scale with the skills that are required.

Also something to remember is even with exactly the same title changing from one company to another your 12 skills on paper might only be relevant to 6 skills to the new company and so that all comes into play.

So I fully understand why companies don’t always post the salary (depending on the role obviously) details up front.

HOWEVER, once they’ve seen your CV and/or profile and know what you are about it should be no problem giving you a bracket to work from for your particular offering before even talking about interviews.

I find it far more useful for a candidate to state what they expect to be paid upon their application as I can then very quickly trim down the chancers or delusions of grandeur from the people who live in reality and then take it further from there.

Which is why we ask exactly that on our applications.

 

[Ancalagon]

It can be tricky to give a figure up front when you have a position open that can span quite a large band with future development in mind.

To illustrate you have a role that requires 5 skills. Now you have someone apply that only has 3 of those skills, you can see them forming up to the full role in 6 months to a year but not straight out of the gates so you can’t pay them for work they can’t do yet.

Other side of the spectrum you have someone who comes on board with nice to have skills that aren’t required and you can pay them a little bit more.

Now if you put the entire salary bracket in the ad people just look at the top end figure and immediately chase that…even though they below in the bottom end of the scale with the skills that are required.

Also something to remember is even with exactly the same title changing from one company to another your 12 skills on paper might only be relevant to 6 skills to the new company and so that all comes into play.

So I fully understand why companies don’t always post the salary (depending on the role obviously) details up front.

HOWEVER, once they’ve seen your CV and/or profile and know what you are about it should be no problem giving you a bracket to work from for your particular offering before even talking about interviews.

I find it far more useful for a candidate to state what they expect to be paid upon their application as I can then very quickly trim down the chancers or delusions of grandeur from the people who live in reality and then take it further from there.

Which is why we ask exactly that on our applications.

Kak.

It's simple accounting - you have a budget for the role. You know how much it will cost or you wouldn't have the headcount open. You have a maximum amount you're willing to pay for the best candidate and the minimum you expect the role to cost you.

If a candidate comes along and asks for the highest salary, you ask them why they deserve it. It's that simple. If they can't demonstrate to your satisfication that they do, you don't offer them that. You offer them less, whatever you think they are actually worth.

 

[Bliksis]

Kak.

It's simple accounting - you have a budget for the role. You know how much it will cost or you wouldn't have the headcount open. You have a maximum amount you're willing to pay for the best candidate and the minimum you expect the role to cost you.

If a candidate comes along and asks for the highest salary, you ask them why they deserve it. It's that simple. If they can't demonstrate to your satisfication that they do, you don't offer them that. You offer them less, whatever you think they are actually worth.

I agree, that's a bullschit post.

 

[SauRoNZA]

Kak.

It's simple accounting - you have a budget for the role. You know how much it will cost or you wouldn't have the headcount open. You have a maximum amount you're willing to pay for the best candidate and the minimum you expect the role to cost you.

If a candidate comes along and asks for the highest salary, you ask them why they deserve it. It's that simple. If they can't demonstrate to your satisfication that they do, you don't offer them that. You offer them less, whatever you think they are actually worth.

Sometimes you are filling more than one spot rounding out a team.

Other times you already have a very senior person in a team so you can afford to bring in a junior with a runway of development in front of them.

The budget you refer to always has a low, medium and high and this can be quite a massive deviation internally and you wouldn’t make it known externally…that’s literally the point I’m making.

The best candidate isn’t always automatically the highest paid one, but often the one that will fit into the team the best and bring a synergy that is lacking.

But now you have the right person for the job who belongs in a junior side of the role and they only see the top level senior bracket advertised and miss the nuance of why they can’t do that job (yet).

 

[SauRoNZA]

I agree, that's a bullschit post.

I mean sure suit yourself and continue complaining about why you don’t see it listed anywhere when I’ve just given you a very thorough explanation as to why not.

Someone said it wastes everyone’s time but it actually doesn’t because stating it has you filtering far more bullshit when going through candidates.

Again why I say stating up front what you want is a far better way to go about it if you want to save everyone some time.