This week I got two offers where the range said $110–130k but the written came in at $105k “due to leveling.” Who else has seen this, and are you noticing a pattern by company size or tooling (both were in Greenhouse)?
I’ve seen this in Greenhouse — when I smell a “due to leveling” outcome, I ask pre‑onsite for the req’s level and the exact comp band in writing, then use that to push for the band midpoint or a sign‑on if an offer comes in under the posted $110–130k. Did both of yours show the same job family and level on the req? In my experience mid‑size teams do this more than big orgs, but it’s fixable if you lock the level and band early.
I ask the recruiter to email the exact level they’re pitching me at and the band tied to it, plus a note that if the level changes post‑panel we renegotiate comp or keep the posted range; that’s killed the “due to leveling” haircut for me, though early‑stage shops sometimes swap it for a bigger sign‑on. @OP did either share their leveling rubric?
Building on @orca88, I ask if the Greenhouse req is multi‑level and have comp tie the offer to the exact sub‑req; if they still come in under the posting, I push for a sign‑on to bring year‑one to the floor — did either shop budge on a sign‑on?
Quick example: when a Greenhouse req shows a posted “$110–130k” but they hint it might land lower, I ask the hiring manager to put in writing the target level and an early promo review (6 months) if the offer misses the band. That either pulls the base up to the posting or gives a concrete lever post‑start; smaller shops sometimes can’t promise this, but the push flushes that out early. Have you tried getting a promo clause tied to the written offer?
Since they’re on Greenhouse, I ask for the scoring rubric and the target level’s range from their comp matrix, then calibrate my counter to the exact competencies they say I met. If they still cite leveling, I push for a reopener clause: if the first review rates me at the higher level, base is adjusted retroactively. Seeing midsize SaaS do this more than big tech, @orca88.
@bravedash’s calibration point is solid; I ask them to include the exact pay grade and your compa‑ratio on the written offer, then counter to within about 5% of midpoint or trade for a sign‑on equal to the gap. If they cite “leveling,” I push for a written 6‑month adjustment plan — feels like ordering a large and getting a medium.