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> This will only hurt employee salaries. If all salaries were public, there would be no negotiating and they it would make them based on position rather than i
by majormajor 6y ago
> This will only hurt employee salaries. If all salaries were public, there would be no negotiating and they it would make them based on position rather than individual (IE: the lowest it can possibly be).
Companies don't just give great negotiators whatever number they want. They know how much they're willing to pay for a certain role. I've failed to hire people because they wouldn't take what HR would let me pay. Sucks, but those are existing company problems.
How is making salary numbers public going to change that? They'll still need to find someone to do that job, and if they publish too low a number they won't be able to hire the people capable of doing the job.
When you say in a later post that you made 40% more in your first-out-of-college job compared to a colleague due to your "experience and negotiating skills," I'm skeptical of the "experience" aspect since it was your first job. So I'm all for things that in that case would have put you two both making exactly the same amount. And then if your on-the-job skills are better, yours will go up faster; if they aren't, you aren't getting overpaid just for being better at an unrelated skill set.
- sugarpile 6y agoYour points are anecdotal as well, without you realizing it, in the sense that they're based on your lack of anecdotes. To further the anecdotal train I can tell you I have a few first hand examples that prove you wrong: - Due to me negotiating well during the offer stage I received a title bump (to meet mandatory max salary range reqs) and had budget pulled from other open positions to pay for mine as I was now 40% (I'm guessing) above max pay for the position I interviewed for. - Before my latest job I've had one way candid conversations with coworkers (i.e., I know what they make) and I've always been significantly above them (25-40%) for the same level of experience or less. I'm completely against making salary numbers public for obvious reasons.
- r00fus 6y agoHow did you manage to have one-way conversations about coworkers? Sounds like quite a feat.
- majormajor 6y agoYes, I had one anecdote, and in it, I failed to hire the candidate I was looking at because I couldn't pull off that re-leveling. (It was discussed, but we didn't need that level of skill enough to justify shifting our other budget.) They walked away from the offer we gave them instead, as was their right. In the non-anecdotal part - yes, someone like you would be hurt with this. I consider that a net benefit. Your negotiation skills are not helping you write better software than me or anyone else, but they're redirecting money towards you instead of me. I distrust organization because I want to be able to make more than people based on skill and output, but I am all in favor of problems at all with measures to tie salary more strictly to output, or to make that more transparent. Heck, I've even managed people who made considerably more than people at their same title band, despite less experience - it was based on on the job performance, not years of experience or negotiation before being hired. The salary band for the range was wide so that it could accommodate both strong performers and poor ones.