[Ancalagon]

I don't know if I agree with all of this. I'm pretty sure Google, Amazon, etc. have VERY stringent requirements on the hiring process for (at least most) new software engineers. At my own company, there are processes for internal and external applicants, and I personally can vouch that I, the technical interviewer, and the directors do actually look at applicants' resumes.

That doesn't mean I disagree with the premise of the article: candidates should definitely view the negotiations process as a two-way street. But to really have a level playing field and skip most of the "process", as the author suggests, you need to have demonstrable value to the hiring manager at whatever place you're interviewing at. Sometimes that can be hard to demonstrate if you don't have a working relationship with someone inside the company that's interviewing you. Hence the need for some of these processes and resume reviews.

[malvosenior]

I think a lot of that out of process, meaningful negotiation at large companies happens in the form of acquisitions. If you're very senior, it's much better to sell a company to Google than go there for a regular job.

[tracker1]

There hiring processes for larger tech companies are geared towards knowledge/skill/aptitude. Salary negotiation is often completely isolated at that level. You have to be able to do the job, but salary negotiation can mean up to a 25% or more difference in pay/benefits/vacation etc.

[chillacy]

More specifically the big companies have salary bands for each level, and you can look up the max for each band on sites like levels.fyi