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It’s awesome! But, like every tool smoothening transactions, it reduces comparisons to number crushing and reduces the margins of profit both ways. And in HR,

It’s awesome! But, like every tool smoothening transactions, it reduces comparisons to number crushing and reduces the margins of profit both ways. And in HR, those margins are the human perks, like working with a team we like, or liking the functional aspect of what we produce, or liking the management. If we reduce every job to a stack and HR advantages, then motivations get relegated to second place. Obviously, there is also the dark aspect that HR margins are also (and mostly) when some becomes dad and is stuck in his job, location and skills. Then, the company unduly profits.

AbiTyasTunggal 5y ago
Thanks, glad you like the site! Agree that there is more to a job than the number of perks (and perks don't often contribute a lot to how much you like your job!) That's definitely not what we're trying to do - more so trying to give more power to job seekers into the inner workings of remote companies. In the future, we'd love to provide even more transparency beyond just tech stack/tools and go into things like what it's like to work there etc.
lotsofpulp 5y ago
> If we reduce every job to a stack and HR advantages, then motivations get relegated to second place. Simple collecting and displaying data does not force anyone to change their motivations. Price transparency does not reduce profit margin both ways. It helps allocate resources from overpaid to underpaid (this does not mean it makes all prices equal). The concept of price also factors in quality of life at work, but that is difficult to translate to a number. But workplaces known to have bad quality of life at work do have to pay more and/or accept lower quality labor. > Obviously, there is also the dark aspect that HR margins are also (and mostly) when some becomes dad and is stuck in his job, location and skills. Then, the company unduly profits. This has nothing to do with price transparency. It is a consequence of supply and demand.

AbiTyasTunggal 5y ago

Thanks, glad you like the site! Agree that there is more to a job than the number of perks (and perks don't often contribute a lot to how much you like your job!) That's definitely not what we're trying to do - more so trying to give more power to job seekers into the inner workings of remote companies. In the future, we'd love to provide even more transparency beyond just tech stack/tools and go into things like what it's like to work there etc.

lotsofpulp 5y ago

> If we reduce every job to a stack and HR advantages, then motivations get relegated to second place. Simple collecting and displaying data does not force anyone to change their motivations. Price transparency does not reduce profit margin both ways. It helps allocate resources from overpaid to underpaid (this does not mean it makes all prices equal). The concept of price also factors in quality of life at work, but that is difficult to translate to a number. But workplaces known to have bad quality of life at work do have to pay more and/or accept lower quality labor. > Obviously, there is also the dark aspect that HR margins are also (and mostly) when some becomes dad and is stuck in his job, location and skills. Then, the company unduly profits. This has nothing to do with price transparency. It is a consequence of supply and demand.