3 ms·
Just be completely transparent with your compensation policy. Copy-paste whatever internal logic you use to determine salary into the posting, that should foll
by welshwelsh 4y ago
Just be completely transparent with your compensation policy. Copy-paste whatever internal logic you use to determine salary into the posting, that should follow the spirit of the law.
"Compensation policy: We're open to hiring at a range of experience levels. Our junior engineers make $90-100k. The difference between $90k and $100k is whether or not they have a degree, whether they demonstrate proficiency in our specific tech stack, and whether they have previous professional experience. We define a junior engineer as someone who has less than 1 year of professional software engineering experience. We pay a $10k premium to junior engineers living in the following high cost of living areas: SF, NYC, .... Our mid-level engineers make $120-140k ... ... Click Here to see a full list of all our employees and how much they make"
It's not that hard. Many companies have privacy policies that are many pages long, surely they can put the same amount of effort and detail into their public compensation policies.
- everforward 4y agoI think this just shifts the uncertainty. You'll know what the pay is for each role, now they just won't tell you which role until you're done interviewing. You'll have Junior 1-5, Mid 1-5, Senior 1-5. During interviews, you'll be told you're interviewing for Junior 4 - Mid 3, and they'll tell you which level you're at once you're done interviewing. I.e. instead of knowing which role you're applying for and not knowing what the pay range is, you'll know the pay ranges and not know the role.