I've been coding for over 20 years now! (WOAH, do I feel old)
I've touched just about every resource imaginable under the Sun (too bad they were bought out by Oracle)
One of the most salient features of our Tech Hiring culture is that there is so much bullshit. Everyone knows this. Each of us contributes his share. But we tend to take the situation for granted.
Your solution to turn the table around and ask first if they are willing to share a salary range is simple and good, really like it.
In any case there is zero good reason for a company, given two equally good candidates, to pay less the candidate that used to be underpaid. Major red flag.
Note: it's true now for devs because it's a demand driven market (more offers than candidates), so it's logical to put the best salary you can afford. that won't get your dev hired back at a higher price.
In other jobs or other times, the market might be offer driven, and then it's logical for the company to hire the person that ask for less salary for the same skills, if you have the choice.
One of the most salient features of our Tech Hiring culture is that there is so much bullshit. Everyone knows this. Each of us contributes his share. But we tend to take the situation for granted.
edit: misunderstanding from me. I wrote two comments and thought you answered the other one
It's not a good counter argument. Companies make hiring decisions depending on how much value the candidate brings versus how much he costs. Depending on the sector you will have more or less leverage.
But in no sector is it ok to force a candidate to either lie or undermine herself by revealing that she is underpaid.
Asking that dreaded question is generally unfair and at best irrelevant. Frankly it should be forbidden, ideally by law, or else by company policy and candidates refusing to answer. Good people in human resources I have talked with understand that.
Seasoned .NET Developer who is in love with Functional Programming, Serverless, Event-Driven Architectures, and Graph Databases. Former Microsoft FTE. Now, a contractor working in Ireland from Brazil.
When I do so, the answer like "12 to 50 USD, depending on experience". For me, it seems that to reach the top, it requires qualification/effort in a logarithmic scale. So, it seems to be a fancy way to give something near the median and justify saying that I am not "competent enough to get the highest as salary", putting the load in my back. I don't agree with strategy they are using now. Also, they are forcing to do a screening test with video recording as well.
It also has the benefit of seeing if you are in the range or not. There are margins for negocitation, but not like 50% either. If you are way below or way over the range, the job might not be for you.
My company publishes every job offer with a salary range and it helps immensely to get things faster for everybody.
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Do it the other way first.
My VERY first question before even getting into anything is asking the recruiter the expected salary range for the opportunity.
If they cannot answer, i decline immediately.
If they respond with a number, its usually followed up with "is this good enough", and I'll push them higher.
My current salary doesn't matter, only the new target I'm aiming to achieve.
Your solution to turn the table around and ask first if they are willing to share a salary range is simple and good, really like it.
In any case there is zero good reason for a company, given two equally good candidates, to pay less the candidate that used to be underpaid. Major red flag.
dev.to/jmfayard/comment/21bc1
I have learnt this long ago. And i stiked to this approach.
It is not good to disclose your current pay. In mose cases, they will take advantage of it if that you are currently being underpaid.
Note: it's true now for devs because it's a demand driven market (more offers than candidates), so it's logical to put the best salary you can afford. that won't get your dev hired back at a higher price.
In other jobs or other times, the market might be offer driven, and then it's logical for the company to hire the person that ask for less salary for the same skills, if you have the choice.
edit: misunderstanding from me. I wrote two comments and thought you answered the other one
It's not a good counter argument. Companies make hiring decisions depending on how much value the candidate brings versus how much he costs. Depending on the sector you will have more or less leverage.
But in no sector is it ok to force a candidate to either lie or undermine herself by revealing that she is underpaid.
Asking that dreaded question is generally unfair and at best irrelevant. Frankly it should be forbidden, ideally by law, or else by company policy and candidates refusing to answer. Good people in human resources I have talked with understand that.
When I do so, the answer like "12 to 50 USD, depending on experience". For me, it seems that to reach the top, it requires qualification/effort in a logarithmic scale. So, it seems to be a fancy way to give something near the median and justify saying that I am not "competent enough to get the highest as salary", putting the load in my back. I don't agree with strategy they are using now. Also, they are forcing to do a screening test with video recording as well.
So no need to waste each other time by getting the info later and finding out it does not meet your expectations. Hum I will stick to that process too
It also has the benefit of seeing if you are in the range or not. There are margins for negocitation, but not like 50% either. If you are way below or way over the range, the job might not be for you.
My company publishes every job offer with a salary range and it helps immensely to get things faster for everybody.