You're right that our biggest challenge is in getting people to apply in the first place.
What do you think is the highest value of deploying monetary and other resources to make that happen, given that publicly listing salaries is a non-starter?
If you want the benefit of offering significantly above market salaries, at some point you've got to let it be known that you're doing that. Secretly paying people a lot of money won't attract new talent.
Does your employer use the lots of startupland hiring phrases, like "we're looking for passionate rockstars who believe in our mission to change the world through payroll software"?
A lot of the phrases in vogue right now seem to indicate companies that want employees that work 80 hour weeks and pay entry level salaries. Have you tried "competitive compensation" or some other non-numerical indicator that you guys pay well or phrases that indicate you guys have a professional vs. passionate culture?
I think our job listings are quite fair and free of "startup" phrases. We emphasize the actual problems you'll be working on and try to communicate that we pay professional salaries for professionals.
"I think our job listings are quite fair and free of 'startup' phrases."
Just looked at your "Lead Engineer" listing. It says: "We offer a great startup work environment with free beer, snacks, and friendly teammates." That sounds more like a typical startup that expects people to work there for the fun experience than a workplace that wants to attract highly-paid professionals.
And the offer of free beer makes it sound like a frat party. Maybe that's a turn-off to women who don't want to work in a place full of drunken guys. Maybe it's a turn-off to guys who want to have a life outside of work. Skip the free beer and make sure your employees have enough free time after work to get a beer outside if they want to.
What do you think is the highest value of deploying monetary and other resources to make that happen, given that publicly listing salaries is a non-starter?