Council
#MauticCouncil Council
Votes are subject to the following rules:
- In order to be validated, proposals need to reach 4 votes
- Each proposal can accumulate more than 4 votes
New hiring rules
Problem statement
We want to be able as a small organisation to easily hire and put fixed price consultancy work in the market at competitive wages.
Atm we have a restrictive system to calculate wages that does not allow us to do this: https://contribute.mautic.org/policies/paying-contributors
About the ethical implications. If we want quality we will have to pay a good wage for the geographical area. The market will determine the price and if we do it correctly the result will be long term.
The goal is not to get cheap labor but to get an advantage to hire good people at the best price.
Detailed proposal
We want to switch to a pragmatic approach until we are a bigger organisation. We want to be able to benefit from market forces to get the best person for the best value.
Process:
- We put job description in the market
- We create a short list of people who are qualified
- We look at the geographical area, skills, position and determine the correct wage
Benefits / impact
Being able to hire at competitive rates and get more done for our budgets.
Potential challenges
If we grow bigger we need an HR wage matrix to make sure there is more structure. We don't want it now because it is a big investment.
Resources needed
Nothing, just a decision.
Suggested timeline
Asap
Additional information
/
#MauticCouncilRelated meetings:
Q3 2024 Council Meeting
Report inappropriate content
Is this content inappropriate?
Comment details
You are seeing a single comment
View all comments
I believe that we should provide a salary banding on roles that we publish.
Not only is this morally the right thing to do for many reasons cited in the articles below, given Open Source Collective is based in California, as we grow as an organisation it could even be a legal requirement (see https://www.mossadams.com/articles/2024/04/ca-sb-1162-pay-transparency-act).
Even if that means setting one for different regions in the world (in the case that we decide this is a factor that should be considered in setting the rate) I still think we should provide bandings.
We could start very simply with factors like seniority of position and level of experience, for example, and set the baseline banding and then if we need to take into account a factor based on geographic location, perhaps use the Big Mac Index.
There's legislation in place / coming in soon about fair pay policies so we may also have to take into consideration but I'd rather we act positively because it's the right thing to do, than because we're legally forced to do so.
Some articles that might be good to read:
https://figures.hr/post/what-are-the-advantages-and-disadvantages-of-using-salary-bands
https://www.socialtalent.com/blog/recruiting/7-reasons-why-you-should-include-salary-range-in-your-job-postings
Loading comments ...