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

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