However, I dropped out completely because TripleByte wouldn't let me see companies without entering in a desired comp number. My recruiter at triplebyte said I could just put in "$1 or $1,000,000" to get past it, but that just feels like the same kind of corporate HR bullshit that people have complained about for years. Just Google "recruiter won't proceed without desired salary" and you'll understand how many folks dislike that question.
The experience made me feel that Triplebyte wasn't interested in putting me in control of the process at all if they have such a user hostile requirement and require me to work around it by putting in fake numbers. I understand that many people will have no problem providing this info, but I prefer to see what companies offer me because it tells me how they value me and the position they're hiring for.
Almost all recruiters have been fine with that, but a couple haven't. To such people I wish a good day and go my own way. There are plenty of other recruiters in the sea.
I used to be much more relaxed about this, but if you get burned doing a few rounds of interviews and it was a waste you wise up pretty quickly - teams do not like time wasted.
I've also found that folks who can't / won't talk money - usually not great hires for a bunch of reasons.
We're happy to talk through the different positions, levels, progressions and comp ranges for them all. But you have to have a clue about what type of comp would work for you (early on in initial call or two) or it's just not worth continuing forward.
You say "I've also found that folks who can't / won't talk money - usually not great hires for a bunch of reasons."
The same goes in my experience for companies which insist on talking salary before the job offer. It's a red flag.
"you have to have a clue about what type of comp would work for you (early on in initial call or two) or it's just not worth continuing forward"
Of course I have a clue, but I'm not going to put myself at a disadvantage in the negotiation by revealing it before I've been given a firm job offer and heard a number from the company first.
Also, in my experience recruiters are the ones who push hardest to hear salary expectations up front. They know it'll give them a leg up in negotiations, and some of them are even paid specifically to get that number (as one recruiter was brazen enough to reveal to me).
That’s because it benefits you as an employer.
I’ve been on the hiring side and I know there’s a budget. If someone is too high you want to push them out right away.
My flatmate in Singapore about 6 years ago was looking for a new job. Her salary was about 2200/m and she said the recruiter kept asking about salary.
I told her not to discuss it. She doesn’t /need/ a new job. If the company really values her then they will give her an offer. They have a budget. They offered her around 4600/m.
If she told them she was on 2200 it’s guaranteed they would have given her only a small bump.
Companies should never ask for salary info. Because it’s only used to get cheap labour.
Your clients know their budgets. Why not just be upfront about that to the candidates. Tell us your budget or reasonable expected range your client can pay. Then if (when) we find that it's well below what some other hungry companies are paying, we can save you and us time by passing.
If you know your client is paying low, then just be open about it. Something like, "Ok, this client is a bit below market (and tell the upper limit they will pay), but they have these good things to offer." If the client has no good things to offer, and the pay is low, then you're still likely to not seal the deal with a candidate no matter what. So just cut the game and get to the point.
If you're happy to provide a range, great, if I'm still there doesn't that generally indicate that the range is in line with my expectations?
I guess your comment kind of makes sense, I can see how corporate might interpret 'this person looks out for themselves' as a potentially bad hire.
This makes me think that all jobs position should have rather narrow target ranges which are stated up-front. Then you can discuss if you are too high level/low level for that job and range.
That time would not be "wasted" if the company had done due diligence on what the position and candidate were "worth" and revealed their target (or target range) to the candidate.
The real reason, I'm sure, is that companies think they hold the upper hand in the negotiation. And a lot of time with a lot of candidates that's true. It's clearly _not_ true for the class of candidate who's realistically got a $300k+ target. You are totally not going to successfully headhunt anyone in the top 1% or 5% of FAANG engineers if you try to dick them around with recruiting power imbalance power plays. _They_ don't need your bullshit. They will totally walk away from whatever time you've "wasted" so far trying to recruit them. You need them _way_ more than they need you.
(And I'm pretty sure that generalises a lot further down the experience/renumeration food chain than most devs realise. Fresh grads or devs with only a few years of experience might need to play the stupid recruiter games, but most companies trying to fill a mid level or senior role need the right candidates way more than those candidates need any one specific job. You can and should be able and willing to walk away from any potential job offer over stupid games like this...)
1 - I get real-world interview practice, and that always helps me in future interviews. Many companies ask the same or similar questions, and the more I'll be ready for them being asked again. In addition, when I'm surprised by a question I'll research it thoroughly when I get home and won't be surprised by that question again.
2 - I get a bit of an inside peek in to how the companies I interview at work. That's a privilege not afforded to many outsiders, and how some of these companies (some of which are world class) can and has helped me at other companies.
3 - A company might bring me in to interview for one position, but after the interview might determine I'm better suited for another. If I didn't interview with them they'd never know.
4 - As I interview with people I get a chance to make a good impression on them, so even if they don't wind up hiring me for that position they might want me when a different position opens up (whether at that company or another company the people I interviewed with moved to).
5 - By letting companies make the first offer I myself get a good salary survey of the minimum what all the companies I interview with are willing to pay for someone with my qualifications in that position. Of course I try to do my own research ahead of time, but getting salary numbers without getting a job offer is not always possible or reliable.
6 - If I blurt out a number first I'll it may put me at a disadvantage in the negotiation, as they'll just start the negotiation from what I say even if they would have been happy to have paid way more.
The nice thing about the explosion of remote work due to COVID is that engineering salaries are beginning to normalize across the US, and there is now a lot more salary data available online, so it's easier than ever to see what you're "worth" on the market on average. This at least gives you an anchor when having these conversations, so you're not going in blind, and gives you a lot more leverage if they low-ball you.
[0]: Yes, I'm aware of the drawbacks of self-reported data, but it's still broadly useful in aggregate.
[1]: I'm making up numbers, but something like $120k - $200k, with the lower number being the minimum you'd realistically take. Usually recruiters are honest up front if they can't even afford your absolute minimum, but it still leaves you with a lot of negotiation room once the offer comes in.
It seems to be terrible waste of time going through interview process to learn that they won't even come close to what you want. I would not do that to myself.
at senior levels especially, you should know what you want. comp bands are informed by huge data troves now and any edge you may have gotten before is gone due to the fixed and tight bands. just state your requirements and insist on “turnabout is fair play” ie they need to tell you the band. do this during the prescreen and save everyone’s time. if you kill it in the interview you still easily can negotiate to top of band.
If your desired comp number actually is $1M/year, will that just flag you as a joke to Triplebyte companies? With post-pandemic stock price increases a lot of engineers at FAANGs are making more than that now.
For any reasonable definition of "a lot", no they absolutely are not. A lot of people with 2+ years of experience who've either been promoted once and received a strong annual review, or switched jobs as a mid-level industry hire are making in the 200s and 300s, a few pushing into the 400s. Much more than that and you're looking at the top 1% (or less) of engineers at the top companies. Not a lot.
Source: was a mid level engineer at a FAANG until I left late last year, knew seniors and principals and their comp. Nobody was making $1M/year.
Nobody that makes 2x what their coworkers do at the same job/level casually discloses their comp at the water cooler.
It's incredible how mileages vary. I recently had to strike companies off my list which demanded to know my last salary.
I offered them my salary expectations, but they would absolutely not accept that, and preferred to take the fact that I would not tell them the exact salary at my last position as a reason to decline to immediately stop the interview (with half an hour left in the call).
This wasn't a one-off either, I would say about 5% of companies (biased sample) try and get away with shit like this.
(This was German-speaking Europe)
In which case the correct answer is "Das geht Sie überhaupt nichts an."
I don't think this part is off. Why I never went to Triplebyte and will not go, I think doing tests is dumb and don't wanna do it. Like original commenter said, you can't change model that quickly.
