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In NYC it is required, but only about 60% of companies are, and some are creating huge pay bands for general roles to get around it. There is a reporting process to turn the company in. They have 30 days to correct before fined. No one has been fined from what I have seen before. I generally ask and then tell them I want 5-10% more based on expectations. If they continue I'll proceed with my interviewing. If not then I thank them and hang up immediately.
Thanks, that's helpful. Was curious if using a recruiter technically isn't "marketing" the role and that would be a way around the law.
Maybe, doesn't seem like they are really enforcing it yet. I am sure people will test it using a recruiter.
As others have said if they don't state a salary something is fishy. Personally recruiters usually had offers for desperate companies and my offers where 10-20% below where I ended up. Not including my bonus.
Takes a lot more work applying directly to companies websites, but usually pays off in your pocket later on.
Also when I was actively looking, recruiters that reached out to me directly or emailed me stated the salary in the beginning or end of the message.
I literally ask them for the salary expectations for a role because let’s be honest, we don’t want to waste each other’s time. If they won’t budge then I would just hang up. Recruiters are a dime a dozen in this industry.
Every recruiter than I reached out to for the last 5 years gives salary band.
Having this conversation early (like first call) with a recruiter/HR person is standard practice. I always ask if they don't bring it up. If they initiated contact, it is 100% right and correct for you to ask. If you applied or the first initiate contact, then you could wait if you want to see how it all plays out (like perhaps your 'minimum' will be lower if you really like the firm/position), but even then, if you are an experienced candidate, it's a very fair question.
As it has been stated, they don't want to waste time anymore than you do. So if they are thinking about $200k+ all-in and you are already $300k+ plus, then sooner the better to get this on the table. On the upside, it may leave you with them shifting you to more senior role. The reverse (like you make 200K and role is 300K) is a reason to potentially hold the convo if you are really sure/interested that is likely (negotiation strategy, don't show cards early, but really you can ask and not be obligated to respond or reciprocate).
Salary or the range for it has always been disclosed in the first conversations I've had. I'd almost say they want to spill it early because if it's not a number that won't make you move, it's time lost for both of us.
In my experience, any recruiter worth their salt (which isn’t many) have been transparent with pay. When searching for my current job, I worked with a recruiter who had reached out to me first regarding one job. We had a talk, he gave me the expected max comp, then sent me over 6 more jobs the next day. All with salary info. Current job was one of those he sent.
Lots of corporate finance recruiters have no idea what they’re talking about and are just wasting your time
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