Comment by swampthing
5 months ago
I have to disagree. If you're not getting quality applicants, how do you know if that's because of your salary range, the default applicant pool, or something idiosyncratic to your company?
If you're a new startup founder, you don't always have a good sense of what the default applicant pool should look like. You might have a sense of what quality looks like but how would you know without recruiting experience what the mix of quality to non-quality applicants is supposed to be? There are many reasons why you might not be getting the number of quality applicants you want, and compensation is just one of them. Salary benchmarking data helps eliminate that as a possible cause.
Because when we raised the range it fixed the problem.
I'm not talking about you, I'm talking about people in general.
You have a strange view of the world. People have limited hours to sell for money, so other than undifferentiated work (where you don't get recognized for performance), workers compete for the best jobs, and so more skilled workers will on average make more money. Another factor is that people do lots of shitty things if the money is enough. Salary is the most effective way to attract and retain people, other than if the company has dystopian practices (and even then...).
How do you explain people moving to the USA for better salaries and crap on European salaries when Europe affords workers more vacation time, more social nets, healthcare, etc? Because the USA pays more money.
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