It’s not that simple usually. Companies might not have HR hire until 50 people or so. Level of how much compensation levels or bands are figured out (and how b

It’s not that simple usually. Companies might not have HR hire until 50 people or so. Level of how much compensation levels or bands are figured out (and how big of a mess they are) varies in companies. Even large companies, you might have variety of starting salaries, because you had to get the person in, which then needs fixed over time. Also each new type of role you open, you might not have the bands figured out right at the time you write the job post. Your comp benchmarks might say 75th percentile is $160k. Then you talk to folks and seems like most are making $170k or more. Then you end up finding someone more or less senior but you would like to hire them and have to adjust the comp based on their experience while balancing it against other people and roles at company. IMO comp is one of the hardest things to get right. You might do a comp philosophy that everyone gets paid $200k and you don’t negotiate but then you lose candidates and then overpay some people. Then someone might still complain that if it’s fair that iOS engineer makes the same as Android engineer, even though market rate is higher for iOS engineers (and eventually the iOS engineers might leave to get a better paying job).