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> I'm a dev manager at a prominent employer of software engineers

I find it hard to believe. In large companies HR establishes salary levels (usually bands) which are tied to titles or levels within the career ladder. Does your company negotiate each compensation package on a one-off basis?




We have bands, but they can be pretty wide...the top of the band is easily 125% of the bottom. And managers are only limited by the top of the band when extending an offer.

And some of the salaries listed on that site are below band. We also get salaries below band through acquisitions. In those cases, managers aren't really given leeway to get their salaries up to market. We've go a mostly-fixed pool of raises to apportion across our teams. Every year, that's set by executives depending on the company's performance...this past year it was ~4%. Low-level managers can recommend higher for their team, but they need good justification and, at the level of the business unit, raises cannot exceed that value.

Based on what I've seen when extending offers, whereas US citizens sometimes push back on salary or equity, H1-Bs only push back on the INS stuff (they all want EB2s). My guess is a lot of managers will low-ball their offers when they know they can give the candidate an EB2. The more you do this, the more you can increase your headcount or hire more senior developers.


If this is overwhelming behavior, Department of Labor can crack down on the company for not paying the "prevailing" wage. If the offers do tend to be around the bottom of the band, but there's also a good supply of non-immigrant employees working at the bottom of the band then yeah, the company will have an easy argument saying the prevailing wage is closer to the bottom of the band.


> Department of Labor can crack down on the company for not paying the "prevailing" wage.

That is technically true, but effectively impossible. The DoL simply does not pursue H1B abuses. They do not have the political will nor the budget to even look for them.

There is literally zero budget allocated to "prevailing wage" enforcement. That is a deliberate oversight by congress and has been that way for the 20+ years I've been observing the H1B process. To the best of my knowledge the DoL has only twice ever initiated action for H1B prevailing wage violations and in both cases it was the result of a disgruntled employee tipping them off to a series of violations that were so egregious that the political fallout of ignoring them would have gotten senior bureaucrats fired.

You might also want to read up on how classifications are gamed in order to work around even the very minor risk of prevailing wage violations.

http://www.cringely.com/2012/10/23/what-americans-dont-know-...




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