> "many big corporations and tech firms have specific roles slotted into specific tier, and each tier / job title has a very specific salary range" Even these

> "many big corporations and tech firms have specific roles slotted into specific tier, and each tier / job title has a very specific salary range" Even these cases are highly variable, because companies often end up hiring someone into a different role or tier than the specific job they applied to. You applied to a Tier 5 job with Team A, but upon interviewing they decide your skillset is that of a Tier 4, and Team B has an opening for a Tier 4. A premature statement of salary range here will simply compromise your ability to close the candidate, who is expecting Tier 5 pay. Heck, even singular job reqs frequently change levels depending on interview. You post a job for a Tier 5, but the person interviewing winds up assessed at Tier 6 - the hiring manager does some maneuvering to raise the tier of the position to close the deal. This happens daily. The compensation is always negotiable. Wrapping compensation around strict tiers is a common practice in BigCo, yes, but that doesn't stop people from negotiating. Instead of "I need $150k", it's now "I need this position to be a Tier 5". Companies may claim that their postings are tier-locked, but that is practically never actually the case.