>Do you feel you should be able to ask whatever programmer you interview with about compensation and moving expenses? I feel like those things can be handled a

>Do you feel you should be able to ask whatever programmer you interview with about compensation and moving expenses? I feel like those things can be handled after the initial interview - when we establish that I'm a suitable candidate and they are actually worth working for. I feel that the programmer/CTO/who ever is qualified to make a technical evaluation should be the one to approve the hire and HR can do the negotiation afterward. I think we're disagreeing about the context tough. I was quoting his statement because he used it as a example of the argument the article made from employees perspective - and my criticism is mostly about the article/recruiters using shallow questions that provide no information and focusing on trivial things and corporate speak on "company culture", "team skills", "decision drivers" and similar vague pseudo sociology/psychology and other buzzwords that allow you to pretend like you're doing something useful when you actually aren't qualified to evaluate/manage.