What do you recommend to handle that? I find it difficult to hire senior developers for junior positions with the salary that goes with it.
The biggest obstacle to middle age workers who are shifting career is to be unable or unwilling to take the paycut and downsides that come with a fresh start.
It's a strong red flag that you are seriously underpaid if the recruiter is insisting on asking for more.
The recruiter has little interest in you being paid more. He's strongly incentivized to push candidates toward the average of the company.
Going over average is risking the company to bail out, too expensive. Going under average is undermining your credibility and leaving commission on the table.
> I find it difficult to hire senior developers for junior positions with the salary that goes with it.
Make the offer. If they turn it down, let them know they can change their minds later.
I always tell engineers looking for jobs that saying "no" is the employer's job. It goes the other way too. Offer the engineer the associate engineer job (or whatever the title is). Let them counteroffer or decide it's a bad fit.
I find it difficult to handle in practice. That requires to adjust the interview and the rating, to conclude that the guy should join as a junior, instead of being rejected.
But there is no shortage of new graduates and juniors with too little experience. What if the company already stopped hiring juniors because they are too many and there are not enough senior to train them? We have no job to offer at that level, it's not about age.
I recommend it at least once a month. I don't know why copying the candidate info to another req should be difficult compared to the rest of the interview and recruiting process.
If you don't have junior level openings, don't offer the job, clearly.
Then the risk is that they take the job, but only for 6-12 months, and then leave just when they're starting to become productive with the new tech and your environment.
Presumably they would ramp up their pay and responsibilities according to their development.
If they're only worth introductory pay and responsibilities 12 months in, let them go take a pay raise elsewhere.
The attitude that pay only goes up incrementally year to year is fairly infounded. The curve should be steeper six months to three years in, depending on you industry and stack.
Organizations should also optimize their tech for onboarding efficiency. I rarely see that enter the discussion other than broadly: "It's easier to find JS developers."
The biggest obstacle to middle age workers who are shifting career is to be unable or unwilling to take the paycut and downsides that come with a fresh start.