Have you not noticed that the job market is not doing well particularly in the dMV area? Firms are hiring fewer people for less pay and have more candidates than ever

Anonymous wrote:I’ve spent my career in nonprofits and salaries have always been low. We’re hiring for a program manager now and offering $70K for someone with 5-7 years of experience.

That's lower than a typical mid-level college graduate makes. I'm not sure how you expect to get anyone.

I was laid off last year and had to find a new job. Not in the case of OP because that job required citizenship but I noticed some companies pay so low for the responsibilities. I often wondered if they hope to get an H1B because, as an example, no skilled Business Analyst is going to take a 65k job in DC metro unless they’re a recent grad or need a stopgap job.

Anonymous wrote:

Anonymous wrote:

My old company did not discuss salary at all till offer letter and it was take it our leave it. In many cases after your nine interviews and your take home task HR tallies up results, circles back with hiring manager and decides whats YOU are worth.

That sounds like a huge waste of everyone's time if the salary expectations of the candidate are out of line with the salary expectations of the company. Why would either side want to go through all of that if the candidate is just going to reject the offer?

Similarly, I would argue that the job listing itself should contain the salary range for the position, as that would save time and energy for both sides.

Because they know the candidate won't reject the offer.

How? People reject offers all the time.

Anonymous wrote:

My old company did not discuss salary at all till offer letter and it was take it our leave it. In many cases after your nine interviews and your take home task HR tallies up results, circles back with hiring manager and decides whats YOU are worth.

That sounds like a huge waste of everyone's time if the salary expectations of the candidate are out of line with the salary expectations of the company. Why would either side want to go through all of that if the candidate is just going to reject the offer?

Similarly, I would argue that the job listing itself should contain the salary range for the position, as that would save time and energy for both sides.

Because they know the candidate won't reject the offer.

This is the reality of this administrator's job market. Administration has F up our country.

Yes. I was fortunate to have competing offers but still got a salary a haircut less than I was making. I was laid off in September and saw a lot of roles paying 60-80, including those requiring many years of experience, leadership, and advanced degrees. It’s crazy.

I’ve spent my career in nonprofits and salaries have always been low. We’re hiring for a program manager now and offering $70K for someone with 5-7 years of experience.

My old company did not discuss salary at all till offer letter and it was take it our leave it. In many cases after your nine interviews and your take home task HR tallies up results, circles back with hiring manager and decides whats YOU are worth.

That sounds like a huge waste of everyone's time if the salary expectations of the candidate are out of line with the salary expectations of the company. Why would either side want to go through all of that if the candidate is just going to reject the offer?

Similarly, I would argue that the job listing itself should contain the salary range for the position, as that would save time and energy for both sides.

GenX is so f’d.

It took my husband 6mos to land another job after getting laid off. After tons of multi-round interviews, he accepted an offer that was a salary level he made 15years ago. Depressing but grateful to finally get a job at 50+. He will continue looking hoping for something more reasonable. Also hoping for a positive change in this economy and job market soon but not holding my breath. My salary will never be amazing but the benefits are good so at least we have that going for us. Good luck out there, it's a shit show.

I've found perhaps at times these types of jobs OP has posted are purposefully listed as crazy low. And they are only looking for a sap. Eventually the role is filled by an internal candidate once they can't find someone looking to do it for nothing.

Frankly, $115K for that role is a joke.

Some of these roles legit don't get filled. I was getting emailed for weeks by different recruiters about a technical role at Freddie Mac in McLean. Afterward, it was still getting posted on LinkedIn. I know the market for those requirements and they weren't realistic.

The market is worse, but that doesn't mean every employer gets what they're looking for at the price they want to pay.

My spouse took a pay cut when moving to contracting after 20 years in very similar work in the federal government. And she felt lucky to get it. When you lose a job in your 40s or 50s, those salaries you built up through decades of raises aren't going to be replaced dollar for dollar.

That said, she was quickly promoted, and got a raise contingent on significant business development based on previous connections made during her time in the federal government.

So, we're still behind financially (when you consider the increased price of health insurance in the private sector) but counting bonuses, what sounded like it would mean $30K less, really hasn't.

My point is that yes, this is normal given the circumstances.

Yes, it royally sucks and I sympathize.

And also, compensation in consulting can work differently. You may get more bonuses and you may have more negotiation power than you think once you make it into the organization.

There are a lot of people looking for jobs, many of whom are desperate and will take an obscenely low salary.