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Comment by bombcar | Hacker News Reader

So is the pay such that everyone outside of SF should apply or is it such that nobody inside SF ever will?

Hard to say, their job listings[1] don't include the salary. Their listings do say "All salaries are transparent within the company and are set above local market rates," so maybe all it takes is one high cost of living hire to raise the rates for all employees with the same title?

[1] https://jobs.lever.co/GraphCDN/33bc14f9-4671-4540-8862-7d358...

> set above local market rates

This wording seems philosophically incompatible with "One Job, One Pay" (OJOP), even if it's not actually logically inconsistent with OJOP "per se".

> We are anchoring our pay to the 60th percentile of San Francisco

It works out as long as SF has the highest pay.

One of the easiest ways that we can hold ourselves accountable with minimum friction is through pay transparency. https://www.sueodio.com/pay-transparency/

We’re rolling it out in the next week 2 weeks. We will begin publishing salary bands on every job posting. Internally, we will publish levels and sub-levels for every job.

It seems to me the way it would work in practice, is that they’ll probably have to give people in SF higher titles? Mostly hire people with senior pay bands in high CoL areas, and if those pay bands are competitive with the other offers they get (which may be less senior) then it works?

That would be the definition of it not working.

This HN post causing 1000 people around the globe to apply is what it means for it to work.

People in SF with high COL probably will not apply. Unless they intend to move as soon as they get the job.

I don’t disagree; just, I have seen talent hired at higher levels simply to justify the salary band and not because of the work and it seems like an easy escape hatch from this when recruiters want talent in competitive markets.

Ah yes, introduce rules and people bend them to meet their targets.

We’ve already begun using this framework and have made offers to candidates with surprising non-obvious results. Here are some examples:

- We offered one person $27K more than their asking salary because the data showed that they were underestimating their market value.

- We offered someone 30K below what they were currently making

- We’ve made a comparable market offers

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