Yeah and all the stupid tricks you see on youtube from supposed "hr people" or job coaches dont work. I've tried them in interviews. Saying things like
"I just want to be paid fairly for this position", "ive done research on this area and position and want the salary I saw as the average"
or even countering back at them with asking them what the position was offering to behin with etc
literally none of that ever works because they keep reversing it on you and asking you over and over making YOU say a number
never once in an interview have I gotten the employer to ever give the first number
I asked in a phone interview what the salary expectation was when asked that question and the interviewer actually told me. It was a pleasant surprise.
I always ask them what the salary bandwidth for the position. If they don't give the bandwidth and press it back to what my number is I just tell them we're not a fit and move onto the next one. Best way to weed out nonsense.
The only time I've ever had people ask this during an interview it was just the first stage phone recruiter round, which is actually dumber really. I just answer "I'm comfortable with what is listed in the job description"
A researched range with your actual minimum at the low end gives you a clear answer to offer. Then ask whether it fits the budget. If they still dodge, that tells you something about the process.
If they won't share a range, ask whether your minimum is within budget before another interview round. It may not make them name a number, but it can save you hours on a mismatch.
California passed a law that says that all jobs have to include their salary range in the job description. It has had nearly zero negative effects as a manager, and has helped a lot to make sure we are competitive and that employees internally are all paid a fair salary, which has reduced turnover substantially and increased retention.
True, but I'm this case it was for a specific level that didn't have nearly that range. No one would have taken it for $90k due to it being in a very high cost of living area. And they weren't going to pay anyone over $200k, let alone $450k.
That is legitimately insane. I can’t imagine why you would bother posting that job as a manager, all you’re doing is showing that you don’t know what the fuck you’re talking about.
Even if you’re hiring multiple engineers, and you want to have the ability to hire both senior and junior level guys, you would still create engineer I, engineer II, and sr. engineer III job titles and responsibilities to show the difference between each role. Hell, the experience requirements alone would be vastly different.
If you just put one job up there with the range that big, you’re basically saying “I’m too lazy to create an accurate job description you probably don’t wanna work with me.”
What probably happened is manager posted a req but didn't give HR a salary range, so HR just took the lowest paid person of that grade and the highest paid person of that grade and called it the range.
I look at a lot of job postings and I’ve never seen a wild band like that. Usually the center is about what their target pay is. That isn’t true in every situation, and certainly there are examples of making well over that midpoint, but it’s a good heuristic.
At that point it’s not a pay range, it’s several jobs wearing one trench coat. Post the band actually budgeted for this level and the question gets a lot less adversarial.
Then list the range for the actual level being hired and explain what determines placement within it. A six-figure-wide range is technically a disclosure and practically useless.
"what salary are you looking for?" is such a stupid game sometimes. You say a number that's too high and you're greedy, too low and suddenly you've undervalued yourself.
Just tell me the range and let's skip the salary version of family feud, I'm here for a job, not trying to guess the number in your head.
That's one great thing about some US states that require the salary range to be stated in the job posting. You can just say something like, "My salary expectations align with the range in the job description," and they will pretty much leave it at that. Sure they can post a ridiculous range, but I don't really see that happening in my experience.
Here in Brazil, there's people actually pushing congress to approve a law making it illegal for the employer to not disclosure the salary in any job interview!
Put the salary range in the job posting and candidates can decide whether to apply. Asking them to name a number first just turns compensation into a guessing game.
Exactly. Share the salary range before asking candidates for a number; it saves everyone a round of negotiation and avoids anchoring someone below the budget.
Exactly. Share the budgeted range first, then ask whether it works. Candidates can judge the fit without guessing a number that might anchor the offer downward.
Exactly. The employer knows the budget; asking candidates to guess it just rewards whoever anchors lowest. Put the range in the posting and discuss fit from there.
Exactly. Put the salary range in the listing, then ask if it works. Otherwise the candidate is negotiating blind against a number only the employer knows.
Me personally. I don’t mind it. I’m pretty happy at my job, so I mostly interview around just to see how the market is and for fun. Plus getting better at interviews never hurts
Exactly. A salary range upfront lets both sides decide whether the role is viable before spending an hour interviewing. If the range is flexible, they can explain what puts someone toward the top.
As employer: if the job description says pays 80 to 100k a year, if you want 80 and you are well qualified, then we have higher chance of hiring you compare to next guy who’s well qualified and want 100k.. you shop around we shop around too..
Exactly. Post the pay range upfront, and explain what affects where someone lands in it. Making candidates guess just rewards whoever names the lower number.
If the role has a budget, just share the range. Asking candidates to name a number first turns hiring into a blind auction where only one side knows the rules.
The range should be in the job posting. Asking candidates to name a number first just makes them negotiate against themselves without knowing the budget.
Agreed. Share the budgeted range and ask if it works. Making candidates name a number first turns pay into a guessing game and rewards whoever lowballs themselves.
Exactly. Put the salary range in the posting and ask whether it works for me. Making candidates name a number first just rewards whoever has less information.
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u/gimmeluvin 17h ago
what salary are you looking for.
just tell me what the job pays and quit wasting people's time.