| > How is someone supposed to reasonably negotiate that role? $100k is clearly a joke, $700k is clearly a salary someone got during the bubble. Netflix does actually compensate within this range, though. The alternatives to these wide ranges are: 1. Create a lot of different postings with different ranges. This is how companies end up with Junior Engineer, Engineer, Senior Engineer, Staff Engineer, Senior Staff Engineer and other titles for what might be the same headcount. If someone comes in with skills and compensation expectations that don’t match the job they applied for, they get bumped to a different job listing. Nothing actually changes, but now the salary ranges are narrower in the job postings. 2. Give everyone similar base compensation and make the difference up in bonuses and RSUs, which aren’t posted in the job listings. These listings usually have lower compensation listed to signal the candidate that RSUs are going to be significant. For example, you’ll see Meta posting jobs with comp down to $129K even though everyone knows they’re going to get more RSUs than base comp. I’ve seen more companies claim to pay everyone the same, with the fine print being that equity grants can vary greatly from person to person. Really though, I think highly compensated devs need to acknowledge that this law wasn’t made for them. It was made for the people applying to jobs where they don’t know if the typical compensation is $18/hr or $30/hr, or people who have been earning $45K for years who haven’t realized that their peers are getting $60K. When someone is applying to $450K jobs at Netflix, they have numerous resources from levels.fyi to Blind that will reveal far more than a number on a job listing will. The law is not for highly compensated SWEs applying to the top 0.1% of jobs. |