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If someone won't tell me their comp requirements to start, there is no possibility I make an offer. I need to know first-hand if we're in the same ballpark. If

If someone won't tell me their comp requirements to start, there is no possibility I make an offer. I need to know first-hand if we're in the same ballpark. If the candidate's comp expectation exceeds the range we've selected, we can either move on or adjust our pay scale for the position. If the candidate's comp expectation is lower than the pay scale we've set, we need to evaluate if the candidate really meets the position (assuming lower pay = less qualified candidate.) Not to say the strategy doesn't work for some people, but it definitely fails with me.

r0s 15y ago
That only makes sense if you pay the industry average for each position. The candidate has little else to expect. If the job has special considerations like benefits or flex time, they won't know that until you discuss the details. You should be hiring someone to do a job, not guess a magic number like a game show contestant.
- jroseattle 15y ago
  We pay above industry average. It's not a game, it's a filter to ensure we're on the same page and to keep the process of candidate evaluation a waste of time.
johngalt 15y ago
I find it hilarious that you are trying to act as if this is anything but a negotiation ploy on your part. If it's so vital that you know you're in the same ballpark, why don't you give the salary range up front? When someone insists on a number "up front" with me, they get a high range. If they insist on a specific number, the get one in the stratosphere. They've forced me to price in all the risks. Without the interview I have no idea what your organization is really like on the inside (I'm interviewing you as well). By insisting on a number before the interview starts you send a very strong "bargain shopper" message. So I'm pricing in the likelihood of: -crappy benefits -unpaid overtime -future trouble with raises -my peers will only be people who fell for your tactics Ask yourself if you want employees that think ahead, and evaluate a situation like I do. You won't get them with your current mindset.
- jroseattle 15y ago
  We pay better than market salaries. I don't "give" the salary range because I'm searching for the right candidate. In most cases, we adjust our offers higher than what we expected we would find in candidates. These aren't tactics, they're filters to see where candidates are in line with our evaluation and what we expect to pay them. I can tell from your comments that you already assume I'm trying to screw you over and repress your compensation. If you ever dealt with me, you would know that's not the case. Given the team we've constructed, I'm pretty sure we've got the right folks. Thanks for the suggestions.
droithomme 15y ago
"If someone won't tell me their comp requirements to start, there is no possibility I make an offer." Don't you think it's possible it can work the other way as well? An engineer could just as easily say to himself, and using the same reasoning, "If a company won't tell me what the position pays to start, there is no possibility I can interview there." We could have a standoff with both sides adopting this philosophy. We could have transparency where both sides state their requirements. Or we could have a power hierarchy in which one person is required to disclose his hand and the other one gets to keep their position secret.

r0s 15y ago

That only makes sense if you pay the industry average for each position. The candidate has little else to expect. If the job has special considerations like benefits or flex time, they won't know that until you discuss the details. You should be hiring someone to do a job, not guess a magic number like a game show contestant.

jroseattle 15y ago
We pay above industry average. It's not a game, it's a filter to ensure we're on the same page and to keep the process of candidate evaluation a waste of time.

johngalt 15y ago

I find it hilarious that you are trying to act as if this is anything but a negotiation ploy on your part. If it's so vital that you know you're in the same ballpark, why don't you give the salary range up front? When someone insists on a number "up front" with me, they get a high range. If they insist on a specific number, the get one in the stratosphere. They've forced me to price in all the risks. Without the interview I have no idea what your organization is really like on the inside (I'm interviewing you as well). By insisting on a number before the interview starts you send a very strong "bargain shopper" message. So I'm pricing in the likelihood of: -crappy benefits -unpaid overtime -future trouble with raises -my peers will only be people who fell for your tactics Ask yourself if you want employees that think ahead, and evaluate a situation like I do. You won't get them with your current mindset.

jroseattle 15y ago
We pay better than market salaries. I don't "give" the salary range because I'm searching for the right candidate. In most cases, we adjust our offers higher than what we expected we would find in candidates. These aren't tactics, they're filters to see where candidates are in line with our evaluation and what we expect to pay them. I can tell from your comments that you already assume I'm trying to screw you over and repress your compensation. If you ever dealt with me, you would know that's not the case. Given the team we've constructed, I'm pretty sure we've got the right folks. Thanks for the suggestions.

droithomme 15y ago

"If someone won't tell me their comp requirements to start, there is no possibility I make an offer." Don't you think it's possible it can work the other way as well? An engineer could just as easily say to himself, and using the same reasoning, "If a company won't tell me what the position pays to start, there is no possibility I can interview there." We could have a standoff with both sides adopting this philosophy. We could have transparency where both sides state their requirements. Or we could have a power hierarchy in which one person is required to disclose his hand and the other one gets to keep their position secret.