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Right. So you should spend about a collective day of your time talking to the recruiter and doing the initial phone screens, then spend a second physical day o

Right. So you should spend about a collective day of your time talking to the recruiter and doing the initial phone screens, then spend a second physical day off of work (oh, sorry, "dentist appointment") interviewing. Do the day of answering the same questions over and over, code your red-black tree balancing exercise, ace the interview. After all that, get the offer and find out it's 25% less than you're making now. Good luck.

w0uld 7y ago
I ask the recruiter up front what the salary range is for the job to avoid the scenario you outline. I'm surprised how often they give me an answer. It's saved us both a lot of time.
- joezydeco 7y ago
  That's kind of my point, although recruiters tend to get slippery here with language like "it's <x-y> but if you're good we are flexible"...then you find out they're not.
soganess 7y ago
This. Advice that is the equivalent to "wait and see" can be thought of as, not only wrong, but actively working against the candidate. So you do all that upfront legwork, jump through a bunch fo hoops and only for offer is well below expectations. If you knew this number at the start you would have politely declined but now you find yourself in a sunk cost conundrum and say yes when you really should be saying no.
Mikho 7y ago
Or be proactive and ask what is the salary range the company plans for the position from the get-go. It's not a prisoners dilemma -- make your own proactive move and decision. Technically, considering both a company and a candidate are in the same ballpark as to salary range, salary expectation is the only leverage a candidate has left for further negotiations. There is no reason to give away every single leverage. Everything else a candidate will provide during the interview process. Expected salary is the only thing left unknown to a recruiter.

w0uld 7y ago

I ask the recruiter up front what the salary range is for the job to avoid the scenario you outline. I'm surprised how often they give me an answer. It's saved us both a lot of time.

joezydeco 7y ago
That's kind of my point, although recruiters tend to get slippery here with language like "it's <x-y> but if you're good we are flexible"...then you find out they're not.

soganess 7y ago

This. Advice that is the equivalent to "wait and see" can be thought of as, not only wrong, but actively working against the candidate. So you do all that upfront legwork, jump through a bunch fo hoops and only for offer is well below expectations. If you knew this number at the start you would have politely declined but now you find yourself in a sunk cost conundrum and say yes when you really should be saying no.

Mikho 7y ago

Or be proactive and ask what is the salary range the company plans for the position from the get-go. It's not a prisoners dilemma -- make your own proactive move and decision. Technically, considering both a company and a candidate are in the same ballpark as to salary range, salary expectation is the only leverage a candidate has left for further negotiations. There is no reason to give away every single leverage. Everything else a candidate will provide during the interview process. Expected salary is the only thing left unknown to a recruiter.