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Doesn't this assume that the interviews even get to the offer stage? How does paying more remedy 80% of your applicants failing fizzbuzz on the phone interview? If you don't have the name recognition of the FAANG you're probably getting subpar applicants regardless.

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> Doesn't this assume that the interviews get to the salary negotiation stage? If you don't have the name recognition of the FAANG you're probably getting subpar applicants regardless.

People talk about salaries, they know who the top hitters are. Here in London there are many hedge funds you never heard of that have 20 engineers fighting for one spot, because they pay 100k GBP, whereas most startups complaining about lack of people pay 40k.

Paying more attracts more applicants.

It does not attract more applicants because they won't know about it unless you advertise a specific amount, which then creates other problems. You'd get a flood of useless people if the number is high. Some other people, underestimating themselves, would not apply. You remove the flexibility to hire both junior and senior people because one single pay number can't fit both. Even if you provide a range, you have the problem of pessimists and optimists assuming very different things about where in the range they might fall.

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