In any type of negotiation, there is a golden rule: never show your cards first. Generally, the one who does this tends to end up at a disadvantage. However, in the world of recruiting, this dynamic can become a real problem. At Joppy, we strongly encourage companies to publish their salary ranges openly, as this act of transparency can more than double the number of candidates. Plus, if they disclose salaries, we can evaluate whether there is a “match” to avoid bothering candidates unnecessarily.
Transparency is key and benefits both parties, as it prevents wasting time if there is no salary alignment. Of course, by doing this, the company reveals its “price” first. Some might think this puts them at a disadvantage, but in reality, saving time translates to saving money.
However, the problem often becomes compounded with salary ranges. It’s a classic scenario to see offers ranging from 40K to 55K (with a 37% difference between the high and low ends of the range), and some even have more than a 60% difference without including bonuses! 🤯 These salary disparities are baffling.
The typical response from recruiters tends to be:
👉 “Well, it depends on the candidate’s experience and where they fall within the range.”
👉 “We don’t want to pay more for a candidate if they don’t deserve it.”
👉 “If they come from a top company, we’ll have to offer more.”
While this all sounds reasonable, this is where we enter the realm of subjectivity. What the company considers “seniority” does not always align with a candidate’s perception. Furthermore, the definition of a “top company” can vary, as well as the rationale behind why one candidate deserves a salary in that range while another does not. This generates frustration on both sides and complicates negotiations, turning them into a tangled process.
At the end of the day, let’s be honest: it is natural for me to want to aim for the high end of the salary range if I see an advertised wage. We all want more, even if sometimes we may not deserve it. It’s completely legitimate. From my perspective, a salary range should not exceed 15-20%. If you’re looking for a mid or senior profile, it’s preferable to create two distinct offers, each with its corresponding range.
It’s essential to maintain a certain balance so that the negotiation, which is initially based on the transparency of salary disclosure, does not turn into a headache that backfires on the company. Unfortunately, we often see this happening, but it’s not difficult to remedy. Transparency and clarity can dramatically ease the hiring process. Let’s work on it! 💪✨
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