alt Hacker NewsWhen hiring I don't have a narrow range in mind, it can be 50% or more. I look at the individual and make a judgment call on their impact to the business. For software we don't have a widget factory where employees are easily substitutable.
I've tried the opposite, paid everyone the same. But there were clear differences in ability and more importantly outside options. It became a problem when it came to retention and the business didn't have the ability to overpay everyone to keep the top performers.
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i make a similar judgement call when i look at hiring manager and the workplace
> When hiring I don't have a narrow range in mind, it can be 50% or more.
As an occasional hiring manager, having this sort of flexibility sounds really nice!
Unfortunately I have to define my requirements and justify a fairly narrow range when I want to add to my team, so it's not something I get to enjoy. There have definitely been candidates who stand out from the crowd and have higher expectations, that I have not been able to offer to.
This sounds like you don't know what the fuck your hiring for.
If you want juniors to fill out your team, why are you getting a bunch of seniors?
Then you should have more defined roles, even if organisationally they're the same, i.e. there's very clear expectations of differences in salaries (and business impact) between junior, mid and senior developers.