Don't discuss salary before offer
I participated in two rounds of interviews and then received a call from HR to schedule a third round. During this conversation, they inquired about my salary expectations, explaining that the higher salary range in the job posting was mandated by California state regulations. However, specified range in the job posting is unrealistic and potentially not in line with the hiring manager's expectations. Subsequently, HR also asked about my current salary and may have communicated this situation to the hiring manager, possibly to avoid the responsibility of negotiating the salary after extending an offer. If the salary range provided in the job posting was inaccurate, it would have been more appropriate to discuss salary expectations at the beginning of the hiring process. They also stopped responding to emails. everyone expects fairness from others but acting crooked on their end is fine. So employer time is important, and candidates are free? #tech #accenture
Name and shame
Should be illegal and borders on false advertising
Serious question, how is it not? If the whole point of the law mandating that salaries are posted is for transparency then why is it allowed to post inaccurate salary ranges? I understand they might not give a candidate a certain offer based on experience or whatever but if it’s in the posting it should be fair game.
I’m just fond of saying “well I know the market range for my skill set is $xxx,xxx and I’m shopping for a job in that range.” (I name the highest possible market range, where the bottom is 20% above my current salary.) Never let them forget that they are not the only ones on the hunt.
I think being open about expectations on both sides is good. They should 100% tell you a range in your first interaction and also give you an idea of where in that range is likely (ie: range is 200-300 but most come in around 250). You should also be transparent about what you are looking for - not what you make but what you want. If they’re going to ghost you or rule you out based on that, it is better for you to find out early than waste time interviewing.
The problem with this strategy is that you could give a range outside the budget - you may be disqualified. Another thing is, the recruiter may be pushing a low figure, to cut cost. So it’s better to delay negotiation, impress the hiring manager, and make them open to offering the top band for the role
Recruiters (at least internal corporate recruiters, not agency) are not incentivized to low ball you. If you’re in range but top of band most teams will still interview. If you’re +20-30% of band, it may not be worth wasting time. Also, word to the wise. While it may feel great to get top of band or above, long run it can hurt you as you’ll likely be more limited in raises. It’s better to be around the mid point anyway. So if you’re shooting for a company/level where the bands are too low, you may be better looking elsewhere.
Absolutely, I don’t disclose my salary expectations until the end of the process. I also do not reveal my current salary - it’s none of their business. Once you provide a range, that becomes the cap, and you automatically restrict your negotiation power. When asked, just deflect, and tell the recruiter that you’d get back to them with a figure.
What if they ask much before interviews ? Like HR called me and told about company and then asked current compensation and expected compensation I told mine was 22 currently and expected is 28-29 then she did not call back and rejected email comes. Happen twice
I told them my current comp consists of base pay + bonus, and I haven’t done the computation in a while. I’d say “I will do the computation and get back to you with the figures”. But I never get back. You could also say, you will align with the range for the role. The goal is not to commit at this stage, to give wiggle room for maneuver during offer negotiation