4 ms·

> Why are you hiring a $150k candidate to work on X if a $100k candidate can work on X? That's a waste of $50k. i think that’s the point. X takes an engineer w

> Why are you hiring a $150k candidate to work on X if a $100k candidate can work on X? That's a waste of $50k. i think that’s the point. X takes an engineer who’s worth $100k. if an engineer worth more than that comes along, you want to let them do X for $100k, but since they’ll get it done easier/faster either you’re only letting them work part time (silly restriction to force on them), or you let them help out around the org in general for extra money. hence, you advertise the role as $100k (for doing X) - $150k (a rough judgment of how much extra capacity the company could easily absorb from a candidate that tackles X quickly). that seems… pretty reasonable to me.

sarchertech 5y ago
Or you could just give the more qualified person a different title/level since they are clearly in a different role. A role that might be superset of role x, but a different role nonetheless.
- altairprime 5y ago
  This is how the US Federal Government does it, with 15 'levels' (Paygrade) and 10 'levels' within each grade (Steps). Salaries scale up by 20-30% by Step, and a GS-1 step 10 makes more than a GS-3 step 1. > The General Schedule (GS) payscale is the federal government payscale used to determine the salaries of over 70% of federal civilian employees. An employee's base pay depends on two factors - the GS Paygrade of their job, and the Paygrade Step they have achieved (depending on seniority or performance). — https://www.federalpay.org/gs/2022 https://www.federalpay.org/gs/2022 The job's pay grade range (from step 1 lowest to step 10 highest) is what would be published to comply with Washington's laws. What's missing in the private sector is, at most employers, any communication whatsoever on which 'step' one is at; while HR often has this data, it is almost universally withheld except upon request, and often gated behind an HR conversation and verbal-only replies.
kerkeslager 5y ago
"absorb from a candidate that tackles X quickly" sounds a lot like "waste" to me. The fact is, if X can be done by a $100k candidate, and you're hiring a $150k candidate, you probably expect more than X of them, and those extra expectations need to be communicated.

sarchertech 5y ago

Or you could just give the more qualified person a different title/level since they are clearly in a different role. A role that might be superset of role x, but a different role nonetheless.

altairprime 5y ago
This is how the US Federal Government does it, with 15 'levels' (Paygrade) and 10 'levels' within each grade (Steps). Salaries scale up by 20-30% by Step, and a GS-1 step 10 makes more than a GS-3 step 1. > The General Schedule (GS) payscale is the federal government payscale used to determine the salaries of over 70% of federal civilian employees. An employee's base pay depends on two factors - the GS Paygrade of their job, and the Paygrade Step they have achieved (depending on seniority or performance). — https://www.federalpay.org/gs/2022 https://www.federalpay.org/gs/2022 The job's pay grade range (from step 1 lowest to step 10 highest) is what would be published to comply with Washington's laws. What's missing in the private sector is, at most employers, any communication whatsoever on which 'step' one is at; while HR often has this data, it is almost universally withheld except upon request, and often gated behind an HR conversation and verbal-only replies.

kerkeslager 5y ago

"absorb from a candidate that tackles X quickly" sounds a lot like "waste" to me. The fact is, if X can be done by a $100k candidate, and you're hiring a $150k candidate, you probably expect more than X of them, and those extra expectations need to be communicated.