“Nobody wants to apply for a ‘competitive salary’ role”
Chris Pardoe, CEO, PropRec Channel
Snap reaction: I’m in favour, with reservations about how it’s done.
Pros:
Candidates already expect it.
Nobody wants to apply for a “competitive salary” role.
It saves time. Expectations that are 20% apart get exposed before the first interview, not after the third.
It’s more equitable, particularly for candidates with less negotiating leverage.
It gives agencies a good answer when a client says, “leave the salary off”. We can now point to the law.
Cons:
A large proportion of channel roles, particularly in sales and pre-sales, are built on OTE, commission and bonus. A single figure doesn’t capture that.
Wide ranges could turn it into box-ticking. £50k–£90k satisfies the law but tells candidates nothing.
Employers will worry about existing staff seeing what new starters are paid, and some will have to lift internal pay.
Confidential, unadvertised senior searches need clear rules.
Theoretically it helps us as recruiters process wise, but I think we will get push back from employers so practically it could be unproductive.
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