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> I think you're ignoring the massive power differential between employers and applicants. It's a game of incomplete information when the applicant doesn't know the possible salary range. This is repeated all over the thread, but makes little sense. You don't need to know this to come to agreement. All you need to know is what you want/expect to be paid, and the lowest number you're willing to accept. The company, in turn, doesn't know this information, and wants to discover it. You're equally matched. You both have exactly 50% of the information required to come to agreement. Moreover, the company has invested a great deal of time and money to get you to the point in the negotiation where it actually matters what you're willing to accept. You have power! The one thing that this does is (maybe) savesyou the effort of interviewing when your salary expectations are wildly out of line with the employer's willingness to pay. But that rarely happens, in practice. When it does happen, it's at senior levels, where your value to the company is disproportionately large. If you're at that level, you can usually tell going into the interview if the company has properly identified the value you believe you bring. Stupid example: if you have 20 years of experience as a software engineering lead, manager, senior engineer, and so on, and you're interviewing for "Javascript Developer 1", then maybe you should be worried about pre-filtering on salary expectations. |