Open jace opened 9 years ago
Nilenso's description: http://blog.nilenso.com/blog/2015/06/30/how-to-co-op-salaries-reviews/
( just by 2cents... and more from a discussion earlier on slack today.)
One potential concern is that various companies aren't structured the same way; making it impossible/illogical to have a single standardised hierarchy.
Currently what is missing from job desc (and the entire hiring cycle currently) is a feel of how my day wud be at a new job?
Also candidates applying for a particular job would be especially interested in learning the objective roles responsibilities expected of them. Presumably companies would prefer an individual who is willing/excited to be in the role the job requires.
Scouts/Managers in sports like football already have a wealth of pertinent information when they are looking for transfers (eg. http://imgur.com/jYfDMTI)
Here is an exercise we can do:
I'm aware of startups that have done this, analysing job titles at competitors to establish their own hierarchies. Once we have a bunch of pegs, they become reference points for evaluating other startups that have seen people to/from these companies.
Hasjob needs a way to understand the different experience levels expected in job posts. We've avoided doing this by job title because titles are a matter of prestige for the receiver and therefore subject to grade inflation. "Years of experience" is even more meaningless for well known reasons.
Actual experience levels are a non-public property. All large companies have an internal "level" hierarchy, but these hierarchies are not standardised from company to company.
Hasjob needs to a (a) start collecting level charts from across companies (possibly under NDA), (b) normalise them across companies based on pay and -- if we can somehow get our hands on this -- movement of people between companies, and (c) find a way to match candidates to experience levels to filter the jobs they see.