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Yeah, and potentially the 3-5 other people who interviewed them as well! That would get me a bit fired up if they didn't ask me that until the end of the proces
by daniel_iversen 4y ago
Yeah, and potentially the 3-5 other people who interviewed them as well! That would get me a bit fired up if they didn't ask me that until the end of the process.. as bad as when people tell me they want a remote role when it's clearly advertised as an in-city office-first role!
- ericd 4y agoDo you tell them the salary and % of the company they’ll get up front?
- Fr3dd1 4y ago% in company not a thing here. I ask for a salary range from the candidate. If that meets the range I can potentially offer, I say so. If it is too high, I also say so. If it is lower than usual and it is a final match, our offer will be higher. If the candidate "refuses" to name it (acutally didnt happend in the last years) I can only assume that I would say my budget. Guess its fair or what would you say?
- ericd 4y agoYeah, that’s fair. It’s very common that candidates get surprised on the downside at the end of the process, though, so I think it’s generally fair for the candidate to hold back some information until you’re sold on them. Though it’d be nice if they didn’t have to.
- Apreche 4y agoInstead of asking for range from them, why not tell them your budget first? Or at least both write them down on pieces of paper and reveal simultaneously.
- Fr3dd1 4y ago99% of candidates come through some 3rd party recruiter (in our case). They know our ranges and communicate this. The other 1%, well I just dont do, no special thoughts. Its not in my intention to push compensation down. This only has future downsides if I hire the candidate and he performs well.