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I’ll tell you that it has mattered in our hiring decisions in the past, but not until the end. At the beginning, desired comp might be paired with what seem to be exceptional credentials. But after interviews, if the candidate who is $50-100k more isn’t that much better than our second choice, or if there’s a question about personality, we go for the less expensive option.
Agreed.
What do you mean? Entering the desired salary in the box? I’ve copied the range posted but not made it that far. What makes you think this is the determining factor? The market is shit right now - there are so many qualified candidates but not too many openings
I actually don’t think this is likely. Most often, the HR person is the one who looks at that information. In my experience, if the actual lawyers want you based on interviews they say “let’s hire her” and then the salary and HR folks put together the offer with the target salary they’ve been authorized to give (even though there’s a range, there’s often a target and the range is only adjusted if there’s someone really senior they’d want and have to sweeten the deal). but also, put the amount you’d actually accept … if you get an offer you can always counter but if you’re desperate to get a job don’t put something that’s just a haircut off a biglaw salary (just in case).
I agree. Most of the time I've had screener interviews with HR to let me know the comp range ahead of time, so I know the company is firm even before getting to the interview stage. So if you're making it to the final round something sounds off
Rising Star
Agreed. I’m not throwing out a number, there’s zero benefit