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As a tech hiring manager getting the salary for a position set as high as I think it should be is unnecessarily challenging due to the industry standard that is Radford. For those unaware here's a 🧵Permalink On twitter.com
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…in reply to @magiceldridge
Companies want to be able to say they pay in in the top 25% of salaries, or pay in the 90th percentile. How do they determine this? They give salary data to Radford, who "standardizes" career ladders & seniority across all their data from all companies and tells you where you areOn twitter.com
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…in reply to @magiceldridge
"standardizes" in quotes because for some areas they are *terrible* at this. Do you have a high paid specialty? Too bad, you're in the same ladder as a generalist because they don't break it out than granularly.Permalink On twitter.com
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…in reply to @magiceldridge
A side effect is managers in large corps (or anywhere slow to change salaries) hire employees at a level *above* where they should be to get the correct salary. This kicks the can down the road to a perf review -- then the employee is "underperforming" because of course they are!Permalink On twitter.com
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…in reply to @magiceldridge
Back to Radford, because so many places use it and so many tech giants that dominate that labor market (at least some of FAANG I know) it becomes a self fulfilling prophecyPermalink On twitter.com
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…in reply to @magiceldridge
This makes it difficult and slow for companies to respond with salary band increases especially in areas that are suddenly even more competitive (e.g. infosec) or a newer specialty that's high paid due to demand (e.g. kubernetres)Permalink On twitter.com
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…in reply to @magiceldridge
By the time Radford gets the data (if they even collect data from those industry players) standardizes it and gets it to other employees the top end of the labor market has moved substantiallyPermalink On twitter.com