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Ahh, why exactly don't you list compensation? Also, I think you should mention some details: The size of the team -- lone iOS developer, small team (2-4 peopl

by xeni 11y ago

Ahh, why exactly don't you list compensation? Also, I think you should mention some details: The size of the team -- lone iOS developer, small team (2-4 people), or larger? Whether the application is a standalone mobile app (and the business is built around it), or simply a frontend for a pre-existing web application/product. (i.e. Working on Tinder versus working on OKCupid's mobile app) Disregard this if you included this already in the actual listing, and/or you're hiring for an iOS shop that will be dealing with outsourced projects Degree of control/ownership that the developer will have on the project I think you will attract different candidates based on these cases.

GreenPlastic 11y ago
See above. Mostly because I thought that listing cash comp was inconsistent with how the company markets itself to employees and the company's culture, which tends to be more on the humble side. I did have some information about the work in there but nothing really about the team size - I'll keep that in mind for future listings. Completely agree on your statement that the type of candidate you'll attract depends on the team, the company, the project.
- epc 11y ago
  Not listing the compensation means that many potential applicants never even saw the role. It's 2015 yet many of these job sites will not display a role if one (as the potential applicant) has specified a salary range but the listing didn't include it. Another consideration: if there's ten roles I'm considering and yours is the only one which doesn't list compensation, I'm not going to waste my time applying for the role. You're competing in a marketplace for limited resources, failing to say how much you're willing to pay doesn't tell me anything about your company culture, it tells me you're unwilling to say how much you'd pay in compensation.
- rwallace 11y ago
  I don't know why someone downvoted you - a clear and honest answer deserves an upvote in my opinion. But, while I understand what you're saying, and for all I know maybe being humble works well for you as internal company culture, humble really isn't a good marketing strategy - there's a good reason why marketing if anything traditionally errors on the side of boastfulness! I don't advocate exaggeration, but if you really are offering good pay and good working conditions, you should specify this in your job listing. Remember, in many cases a candidate will start off knowing nothing about your company except what he sees in the listing.
- mgkimsal 11y ago
  "listing cash comp was inconsistent with how the company markets itself to employees" You're not marketing to employees - you're marketing to people who are not yet employees.

by xeni 11y ago

GreenPlastic 11y ago

See above. Mostly because I thought that listing cash comp was inconsistent with how the company markets itself to employees and the company's culture, which tends to be more on the humble side. I did have some information about the work in there but nothing really about the team size - I'll keep that in mind for future listings. Completely agree on your statement that the type of candidate you'll attract depends on the team, the company, the project.

epc 11y ago
Not listing the compensation means that many potential applicants never even saw the role. It's 2015 yet many of these job sites will not display a role if one (as the potential applicant) has specified a salary range but the listing didn't include it. Another consideration: if there's ten roles I'm considering and yours is the only one which doesn't list compensation, I'm not going to waste my time applying for the role. You're competing in a marketplace for limited resources, failing to say how much you're willing to pay doesn't tell me anything about your company culture, it tells me you're unwilling to say how much you'd pay in compensation.
rwallace 11y ago
I don't know why someone downvoted you - a clear and honest answer deserves an upvote in my opinion. But, while I understand what you're saying, and for all I know maybe being humble works well for you as internal company culture, humble really isn't a good marketing strategy - there's a good reason why marketing if anything traditionally errors on the side of boastfulness! I don't advocate exaggeration, but if you really are offering good pay and good working conditions, you should specify this in your job listing. Remember, in many cases a candidate will start off knowing nothing about your company except what he sees in the listing.
mgkimsal 11y ago
"listing cash comp was inconsistent with how the company markets itself to employees" You're not marketing to employees - you're marketing to people who are not yet employees.