4 ms·
From 20 years of recruiting, two reasons. 1 - The high number is the only thing many candidates hear, which can lead to lost deals even when the offer is fair.
by fecak 9y ago
From 20 years of recruiting, two reasons.
1 - The high number is the only thing many candidates hear, which can lead to lost deals even when the offer is fair. Tell a candidate the range is 110 - 130K. Even if the candidate is "worth" 110K, an offer at 110 feels like a slight to him/her, as if he's left money on the table.
If there had been no range given in this case, the candidate might not have had the negative emotional response to the offer.
2 - There isn't a range because the company would be willing to accept a range of candidates, and a range of salary would not be useful. If you're willing to consider 2-7 years of experience, it's not all that useful to list 60-120K as a salary range.
Most of my clients never gave me a range.
- justboxing 9y ago> Most of my clients never gave me a range. Curious. 1) Approximately what %age of your clients gave you salary info? 2) In cases where they provided salary info, was it a range, or a fixed number, or a fixed number with "Negotiable" or something else? Your answer will help me with my niche job board. Thanks in advance!
- fecak 9y agoI worked mostly with startups on the east coast if that helps (Philly market, some NYC). 1 - Maybe 20% gave an actual range. 2 - A mix. Most that did give numbers gave a ceiling. If I was dealing with a CTO, it might have been in the context of 'we're not going to pay more than n, because that's about what I make'. Part of the reason I didn't get ranges was probably because my clients trusted that I knew the market, so if candidates were priced appropriately they were typically open to seeing them. I imagine junior recruiters probably got ranges from companies (and perhaps even the same companies I worked with) more than I did. I could be wrong. Good luck with your venture, feel free to reach out directly.