RecruitLingo

Pressure-test this compensation range before I take it to market. ROLE: {{Job Title}}, {{seniority level}} LOCATION: {{location, or "remote — and we hire from where"}} PROPOSED RANGE: {{base, plus bonus and equity if applicable}} COMPANY: {{stage, size, industry, funded or profitable}} WHO WE COMPETE WITH FOR THESE PEOPLE: {{company types}} THE REST OF THE PACKAGE: {{remote flexibility, learning budget, pension, healthcare, four-day week — whatever is genuinely differentiating}} Start by telling me how current your knowledge of this market is likely to be, and what has probably moved since. Then: 1. Is this range likely low, competitive or high for this role, level and location, and what specifically makes you say so. 2. Where in the range a candidate who just meets the must-haves should land versus one who exceeds them. A range with no internal logic gets applied inconsistently. 3. Which parts of the wider package might genuinely offset a below-market base, and which ones candidates say they value but don't actually trade money for. 4. What breaks if we hire at the top of this range — internal equity against the people already on the team, and the next promotion cycle. 5. The one question to put to the hiring manager or comp partner if the range looks wrong. 6. The specific sources I should verify this against.