3 ms·
> Companies will want to stay far enough from the line so that they don't get sued. idk what legal precedent is, but if i was hiring i could make a large good
by kryogen1c 5y ago
> Companies will want to stay far enough from the line so that they don't get sued.
idk what legal precedent is, but if i was hiring i could make a large good faith salary range.
job candidates are different. post a large but meaningful skills list youre looking for and be willing to hire the right person that doesnt meet all your bullet points. a college grad with 0 experience or a no-college with 4 years of experience or a college grad+4 years exp all might be the right person, but deserve significantly different salaries.
- eganist 5y ago> idk what legal precedent is, but if i was hiring i could make a large good faith salary range. What'd be interesting would be how often a company offers near the top of that range, or potentially beyond it. I'd think the frequency of offers (either far below the maximum or actually above the maximum) would make a potential case against a company for not listing ranges in good faith. (ianal)
- notahacker 5y agoI think you'd make a very hard time making that stick (and a field like software development, where the 10x more productive programmer is generally believed to be a real thing, would be particularly hard). There is no reason why a company operating in good faith should want to deter exceptional candidates from applying to a position, and exceptional candidates are both much rarer than "slightly-above average" or "underqualified but trainable" candidates and able to command much higher salaries. But the possibility otherwise satisfied employees being paid a market wage commensurate with their experience might see ads for jobs similar to theirs and conclude they're being systematically underpaid and motivated to take legal action is definitely a negative second order effect of the law...