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MARCH 16, 201712:44PM

IT WOULD seem like an obvious question to ask at a job interview: “How much do you plan on paying me?”
But a young woman claims she was shown the door when she inquired about her potential salary.
Taylor Byrnes was preparing for her second interview with Canadian food delivery company SkipTheDishes when she emailed a member of the company’s HR team to ask about how much she would be paid.
But if she was expecting a run-down of the benefits on offer, she was in for a rude awakening.
The recruiter shot back with a message advising that she could forget about the interview as she was not the right “organisational fit” for the role. Ouch.
Ms Byrnes posted screenshots of the conversation on Twitter and called for a boycott of the company.
Applied for a job at @SkipTheDishes. They cancelled my interview b/c I asked about wages/benefits @CBC @CBCNews @ctvwinnipeg #boycottSkip pic.twitter.com/CjBdnFvY1P
— . (@feministjourney) March 13, 2017
“As a start-up company, we seek out those who go out of their way to seek out challenges and new opportunities. We believe in hard work and perseverance in pursuit of company goals as opposed to focusing on compensation,” the HR staffer’s email said.
Ms Byrnes said she had already had an initial phone interview for the menu development role, making it through to the second round face-to-face interview stage.
In her politely-worded follow-up email, she wrote: “I had another question that I wanted to ask you. If I do end up filling this position, how much do you think I’ll be getting paid an hour? Benefits will also be included, right? Sorry, I just thought I should ask now. Thanks for your time and have a lovely day.”

This apparently raised a red flag because it was “such an early stage” in the recruitment process.
“Your questions reveal that your priorities are not in sync with those of SkipTheDishes. At this time we will not be following through with our meeting this Thursday,” the recruiter wrote.

Ms Byrnes’ call to #BoycottSkip was re-tweeted more than 4600 times, prompting the company to backtrack by apologising and inviting her to come in for the interview after all.
In a statement to Buzzfeed Canada, co-founder Joshua Simair said the email sent to Taylor was “wrong and does not represent our team’s approach or values”.
“We are very disappointed in how it was handled. We do share a compensation package prior to hiring. As soon as we became aware of it on Monday, we reached out to Taylor to apologise for the email and reschedule her interview,” he said, promising to train staff to avoid similar situations in the future.

“Your questions reveal that your priorities are not in sync with those of SkipTheDishes. At this time we will not be following through with our meeting this Thursday,” the recruiter wrote.

This company has weird terminology. Wages are not compensation. Seems like they are after no payment slaves/volunteers.
Either you offer a proper job with set pay per hour, or a shonky scheme where workers are "contracted labor" who work on commission.

Alkaloid wrote:Might be a regional thing, I've pretty regularly heard wages/salary referred to as compensation.

I've always been told/operated on the principal that when you're looking for a job you let the employer be the one to bring up salary or what you expect to be paid, but that goes hand in hand with the company giving you a general idea of what to expect early in the process/before you apply for the job.

If you're being headhunted, the conversation usually starts with 'what would it take to get you to move'.

Zwinmar wrote:It's not like they try to hide what their employees make....wait...

Alkaloid wrote:

If you're being headhunted, the conversation usually starts with 'what would it take to get you to move'.

Yeah, but that's a different scenario to applying for an advertised position with a different etiquette.

Tsyroc wrote:

Zwinmar wrote:It's not like they try to hide what their employees make....wait...

My employer does, and it is against company policy to discuss how much we make amongst ourselves.

I understand the reasoning behind it because, in my department alone, we have a bunch of whiney-assed fucking children who act like bitchy teenaged girls a lot of the time and they would bitch up a storm if someone they worked with was making more than them for the "same job".

On the other hand, it also lets the company off the hook a bit when it comes to raises because they so rarely publish our pay scales we don't have much of an idea whether we can move up in pay without changing positions.

Tribble wrote: Is that even legal? Up here it's not - while there are plenty of indirect methods an employer can use to discourage employees from talking amongst themselves, they are not allowed to flat out make it a part of company policy, nor demand that you do so.

Tsyroc wrote:Arizona is an "At will" work state so employees can be fired for no reasons if the employer decides to do so. In some ways it's funny. My employer has all of these internal policies that seem to make it difficult to fire people but Arizona law lets them fire people for no reason at all.

TheFeniX wrote:

Tsyroc wrote:Arizona is an "At will" work state so employees can be fired for no reasons if the employer decides to do so. In some ways it's funny. My employer has all of these internal policies that seem to make it difficult to fire people but Arizona law lets them fire people for no reason at all.

Firing someone for no reason means they are entitled to unemployment. Employers pay into that and many wouldn't want to pay for, just an example, a worker who embezzled but you couldn't prove it in court. Some employers don't like paying unemployment because they are assholes.

Elheru Aran wrote:As I understand it, most states will accept even flimsy pretexts as long as they're given at the time of firing, not retroactively. It doesn't help workers that most employers run a fairly lax house on their own workplace rules, so if an employee gets let go, it's an easy enough trick for them to find an example of that employee breaking one of their rules.

Zixinus wrote:Or the HR person can do another HR trick and just ask you how much do you expect to be paid.

Ace Pace wrote:

Zixinus wrote:Or the HR person can do another HR trick and just ask you how much do you expect to be paid.

And forgive me for my ignorance of non IT hiring, but what's the problem with that?