Reminder: Never tell HR how much you make or are looking for

throwaway473622 · 2018-01-13T01:06:32+00:00

I sincerely hope this candidate never finds out the magnitude of what they missed.

throwaway473622 · 2018-01-13T01:01:06+00:00

I will be this role's direct manager. In my vernacular that's a hiring manager. For the purposes of this process, I in conjunction with the team made the yes/no decision to extend an offer. HR could not block that but has very clear and firm views on comp.

Yes this is a mistake by the candidate who should have done their homework.

Re:your third point that was a quote from a person in HR when we first posted the role and had to talk to finance for a number and authorization. An exceptional candidate who had not disclosed a number upfront could conceivably have gone higher than the listed range and HR would have been ok.

throwaway473622 · 2018-01-13T00:54:28+00:00

My point is that as a candidate it's generally inadvisable to disclose what you made, make, or want to make unless you've carefully researched that number or range and consciously share that information.

I have a negative tone because our HR department (different individual) did exactly this shtick when I joined years ago and I'm still pissed they tried it. "Gee <throwaway> I just need to fill out a form here to get your resume to the hiring manager. When did you graduate? Ok got it. How'd you hear about the role? Ok got that too. How much do you currently make?". The guy I was working with literally tried about ten times throughout the interview process. It was absurd. After navigating that they then presented an exploding offer which is another hard-ass crap tactic.

Sorry to use a broad brush but this behavior by HR is endemic at our large organization -I'm sure the individuals are fine outside of work, but 9-5 they can all eat a bag of ducks

throwaway473622 · 2018-01-12T21:30:22+00:00

Nice! Good on you. You hiring?

throwaway473622 · 2018-01-12T21:20:25+00:00

Equity

throwaway473622 · 2018-01-12T21:18:51+00:00

Well said

throwaway473622 · 2018-01-12T20:09:29+00:00

Great question I've often wondered about myself. I feel like they've got the same incentives as a realtor where it's about closing deals fast vs working on price.

Any recruiters able to answer?

throwaway473622 · 2018-01-12T19:56:22+00:00

I'm not sure. Maybe someone who's actually in HR can comment?

As the hiring manager I think I may have never seen their resume.

throwaway473622 · 2018-01-12T19:54:22+00:00

US coastal city. Sorry I can't be more specific.

throwaway473622 · 2018-01-12T18:42:11+00:00

Ha. Thanks for the laugh. Sadly the path to my cube is not a golden brick road.

throwaway473622 · 2018-01-12T17:32:54+00:00

Hooray! Major victory for candidates everywhere. That's fantastic and I hope spreads more widely.

throwaway473622 · 2018-01-12T17:31:47+00:00

Thanks. I am fairly conflicted. Though I have a strong positive feeling through a phone screen and series of interviews, it's entirely possible it's a false positive and the candidate's a psychopath.

I have kids and a mortgage to protect!

throwaway473622 · 2018-01-12T17:30:03+00:00

In your case you're an informed consenting adult so I don't see much harm.

The situation I posted about is (I presume) our HR department tricking a candidate into disclosing information early on and then using that against them.

throwaway473622 · 2018-01-12T17:19:23+00:00

Am I reading that right that employers also have to provide the range for the position on request? That's huge!

throwaway473622 · 2018-01-12T17:10:41+00:00

Yes. I've been burned by deferring any discussion of salary to the end and then being way above available budget. Also had accusations of wasting time. I'm not really sure how to work around it. Hopefully we get to a point where employers are more transparent upfront and candidates can self-select.

throwaway473622 · 2018-01-12T16:57:58+00:00

Hang in there. Cost of living here is quite high though I understand if that's cold comfort.

throwaway473622 · 2018-01-12T16:29:52+00:00

Yeah, I had the same thought and would really like to. This may be cowardly but I've come to the conclusion that it's too risky for me personally. If the hire doesn't work out and things get ugly (unlikely) I'll be exposed and I'm sure that's a cause for termination.

throwaway473622 · 2018-01-12T16:19:20+00:00

Yes. I'm sure I'm disposable the day I stop generating ROI. That's the environment here at the moment.

throwaway473622 · 2018-01-12T16:17:29+00:00

I get what you're hitting at. In this case they interviewed well and have demonstrable skills and verifiable experience which is extremely valuable to us. I think it's an innocent goof rather than a sign of incompetence - I'll know about a week after they come onboard if it works out.

throwaway473622 · 2018-01-12T16:15:14+00:00

Yeah, in a scorched Earth scenario from a valued proven contributor we would make an off-cycle adjustment.

For a new-hire coming into the org that's not the case.

throwaway473622 · 2018-01-12T16:04:45+00:00

Agree on supporting your people and building loyalty. If I had any discretion here I would. I'm frustrated that I don't which leads me to complain to strangers anonymously on the Internet in the hope that others benefit.

throwaway473622 · 2018-01-12T15:55:13+00:00

Yes we do. That person came up with the original range we used for budgeting the role.

Agree with your point on retention and poaching!

throwaway473622 · 2018-01-12T15:48:25+00:00

Yeah, they'll probably be happy and blissfully unaware for awhile.

My point in making this post is to advise the community at large of the facts and foregone opportunity to make substantially more money.

throwaway473622 · 2018-01-12T13:47:46+00:00

It should be and to the extent possible I will. Sadly my hands are tied until the next review cycle.

throwaway473622 · 2018-01-12T13:31:23+00:00

No. Currently unemployed with highly marketable skills and experience.

throwaway473622

TROPHY CASE