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I don't think anybody has figured out how to perfectly make salaries match skill/experience. But there is certainly a correlation. The job opening that I appli

by jonfw 6y ago

I don't think anybody has figured out how to perfectly make salaries match skill/experience. But there is certainly a correlation. The job opening that I applied for cast quite a wide net. There are people who have masters degrees and 8+ years of experience, and there are people fresh out of boot camp, and everywhere in between. If you're required to post salaries, than suddenly you have to invent more job titles which lends itself to a more hierarchical organization

SketchySeaBeast 6y ago
> But there is certainly a correlation. You know this because you see everyone's salary, or have all talked about it? And if you've got fresh grades and people with masters and 8+ years of experience, there's already a hierarchy there, not giving a name doesn't mean it doesn't exist. As someone who's far from a tech center, I honestly have no idea as to my worth as a developer - I have zero frame of reference. If I were to apply for a job tomorrow it would be basically a guess based upon what I'd like to be earning and could be vastly undervaluing or overvaluing myself. Sites like glassdoor kind of insight, though not really given the small sample size, reporting bias, and lack of requirements for truth, and no developers I know talk openly about their salary.
- jonfw 6y ago
  In my experience, a flat org-chart goes a long way towards establishing a less hierarchical culture. I've definitely had some discussions about salary with my friends at the company, although they're very guarded. A lot has to be inferred. The only real way to gauge your value is to collect more data- if you don't have developer friends that share that information, the only way to collect that data is to cross-shop offers. Or you can try to glean as much as you can from recruiters. One thing I asked when I initially spoke to recruiters, "what do you think a prospect with my skillset could command in the market?". In that first phone call they're still trying to convince you of their value, so that's when they're least incentivized to low-ball you

by jonfw 6y ago

SketchySeaBeast 6y ago

> But there is certainly a correlation. You know this because you see everyone's salary, or have all talked about it? And if you've got fresh grades and people with masters and 8+ years of experience, there's already a hierarchy there, not giving a name doesn't mean it doesn't exist. As someone who's far from a tech center, I honestly have no idea as to my worth as a developer - I have zero frame of reference. If I were to apply for a job tomorrow it would be basically a guess based upon what I'd like to be earning and could be vastly undervaluing or overvaluing myself. Sites like glassdoor kind of insight, though not really given the small sample size, reporting bias, and lack of requirements for truth, and no developers I know talk openly about their salary.

jonfw 6y ago
In my experience, a flat org-chart goes a long way towards establishing a less hierarchical culture. I've definitely had some discussions about salary with my friends at the company, although they're very guarded. A lot has to be inferred. The only real way to gauge your value is to collect more data- if you don't have developer friends that share that information, the only way to collect that data is to cross-shop offers. Or you can try to glean as much as you can from recruiters. One thing I asked when I initially spoke to recruiters, "what do you think a prospect with my skillset could command in the market?". In that first phone call they're still trying to convince you of their value, so that's when they're least incentivized to low-ball you