3 ms·

I genuinely wonder how this would work for non-cash portions of the total comp. Would they have to declare the dollar value of the shares issued? What about no

I genuinely wonder how this would work for non-cash portions of the total comp. Would they have to declare the dollar value of the shares issued? What about non-public companies that offer a significant chunk of the comp in illiquid stock options?Would they have to be included as a part of the salary range? Disclaimer: I am neither opposed nor in support of this. I don't mind taking that route and seeing how it works out. I see the potential downsides and upsides, and neither seem to be extremely impactful. So it feels like there is little harm in testing it out, even if it ends up being a nothingburger.

bberenberg 4y ago
I have a hard time believing this will meaningfully help workers. It's a way for large companies to crush smaller competitors who offer anything other than base salary. Small co that offers more flexibility in location / hours? You will get filtered out because adding a salary filter is the easiest thing possible. Getting someone to read the JD that explains why working for you makes sense is hard.
- joe5150 4y ago
  Smaller companies have always had to compete on non-salary benefits like flexibility, and jobseekers who actually value those things above a higher salary will presumably be motivated to look into them, as they have always done as well. It's still helpful to know if your actual paycheck is going to be in range of your expectations or not before you waste your time applying to jobs.
ghaff 4y ago
Presumably stock--and perhaps variable comp bonuses--would not be part of a listed salary range.
- filoleg 4y ago
  If that's truly the case, then it is gonna be a complete nothingburger for most devs. Same for finance, where a large (and, a lot of times, the largest) chunk of the total comp is in the annual bonus. In that case, I don't understand the celebrations and arguments people keep having about how it is gonna affect "big tech". I guess it might end up being good for non-tech/only-cash-comped employees, so we will see.
  - eclipticplane 4y ago
    > If that's truly the case, then it is gonna be a complete nothingburger for most devs. Maybe. It might also let devs pre-filter companies that are salary heavy or salary light. Some companies let you choose how much compensation is equity vs. cash, but most don't. If you have dependents or other standards of living, certain cash can be king over variable equity or potential bonuses.

bberenberg 4y ago

I have a hard time believing this will meaningfully help workers. It's a way for large companies to crush smaller competitors who offer anything other than base salary. Small co that offers more flexibility in location / hours? You will get filtered out because adding a salary filter is the easiest thing possible. Getting someone to read the JD that explains why working for you makes sense is hard.

joe5150 4y ago
Smaller companies have always had to compete on non-salary benefits like flexibility, and jobseekers who actually value those things above a higher salary will presumably be motivated to look into them, as they have always done as well. It's still helpful to know if your actual paycheck is going to be in range of your expectations or not before you waste your time applying to jobs.

ghaff 4y ago

Presumably stock--and perhaps variable comp bonuses--would not be part of a listed salary range.

filoleg 4y ago
If that's truly the case, then it is gonna be a complete nothingburger for most devs. Same for finance, where a large (and, a lot of times, the largest) chunk of the total comp is in the annual bonus. In that case, I don't understand the celebrations and arguments people keep having about how it is gonna affect "big tech". I guess it might end up being good for non-tech/only-cash-comped employees, so we will see.
- eclipticplane 4y ago
  > If that's truly the case, then it is gonna be a complete nothingburger for most devs. Maybe. It might also let devs pre-filter companies that are salary heavy or salary light. Some companies let you choose how much compensation is equity vs. cash, but most don't. If you have dependents or other standards of living, certain cash can be king over variable equity or potential bonuses.