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by JMTQp8lwXL 2289 days ago
It could be possible to mis-match (or not match) employers and jobseekers who include and exclude the value of bonuses and RSUs when consolidating to a single number. Salary seems to mean "just base", but effectively RSUs for public companies are as good as cash on vesting.

A very simple/easy fix might be good to decorate your "minimum salary" field, telling users what exactly to include and exclude -- so everyone is on the same page. RSUs can be a big part of the negotiation, and a significant portion of FANG compensation.

Just because the base is agreed upon, doesn't necessarily guarantee there's a meeting of the minds on total compensation. Something to keep in mind.
1 comments
bali 2289 days ago
Totally agree and the feature is coming! For the MVP we focused on bare essentials and look: no mater how great a job is, you won't take it if it doesn't pay the rent.

Bonuses, equity and other package elements are coming.

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JMTQp8lwXL 2289 days ago
Your point in your other comment about overwhelmed with InMail totally resonates with me. Many low-quality offers out there, offering below-market wages. The signal-to-noise ratio is low, and it's an unfortunate part of the job seeking process.

I've tried a platform similar to this. Indeed has a product called Seen. I'm going to share my experience with Seen to provide insight.

Seen emails me saying employers want to talk, and included salary range in the e-mail body. Unbeknownst to me, the salary range was based on what I self-reported (many months prior), but based on the job title, it seemed too go to be true. Support had confirmed that the employer never saw my information, even though they sent me an e-mail saying the opposite.

Given the types of companies it tells me about, it's clear the product targets mid-market talent and not the top quintile. Which probably makes sense, since there are less people there. But it ended up having the same problem as InMail: an undesired signal-to-noise ratio. Sample size of 1, take my experience with a grain of salt.

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bali 2289 days ago
Well, I have many more examples similar to yours... Our CTO actually interviewed with Facebook over 8 rounds (!) only to find out at the end that they won't offer him the salary he was expecting and asking since the very beginning. But they dragged him along because for HR it's just a normal work day, but for him it was a gigantic waste of time.

Imagine a world without headhunters... Haha

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muzani 2289 days ago
That's a common negotiation strategy. They just drag it along and hope you're tired enough to accept whatever you get. Most companies don't do this (because their time is worth something too), but FAANG gets so many applicants they wouldn't really care.

I'm glad there are sites like this to make it salaries more transparent.

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bali 2287 days ago
Couldn't agree more... Transparency almost always helps and in this case it definitely does.
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