Izumi Willems-Sawada’s Post

Why salary bandings can vary so widely If you’ve seen my salary banding posts, you’ll notice that some ranges are quite broad. But why is that? There are several factors that can significantly extend the range. A few key ones include: - Location: New York and California typically command higher salaries than most regions. - Type of tax work: International and M&A advisory roles usually pay more than standard tax compliance. - Qualifications: Being fully qualified makes a difference. And between a CPA and a Lawyer, the latter often earns slightly more. These are just a few reasons why salary bandings can appear so wide - particularly at the Senior Tax Associate and Tax Manager levels. Understanding these variables helps both candidates and employers benchmark accurately and avoid surprises when it comes to compensation.

Two big takeaways from the CPL 2025 Salary Guide for Irish businesses: Financial Stress: A striking 61% of staff feel financially strained. Hybrid Demand: A majority of candidates will turn down a job if it doesn't offer the hybrid working flexibility they need. These are the core issues shaping the 2025 job market. Are you feeling either of these? 👇 Click here to read the full article: https://lnkd.in/ehZvpA2V

Why do Good Energy include salary info on every job ad – and how do they do it? Charlotte Williams Assoc CIPD tells us how showing the salary links to Good Energy's values of being fair, straightforward and focused, and aligns with wider work to create social impact as a B Corp. She also shares insights around the work they do to make sure that everyone understands how pay decisions are made, and how internal and external benchmarking ensures fairness and alignment with the market. And it's clear that being upfront with salary info helps them to deliver an excellent experience to job applicants. In Charlotte's words: "From a candidate perspective, the feedback we receive is consistently positive. People tell us they appreciate our openness, they mention our B Corp certification, our recognition as a Top 25 employer, and most of all, the fact that we show salaries upfront. It’s a simple but powerful way to prove that we live our values and do what we say." Read more at https://lnkd.in/e4NYz54n #ShowTheSalary #SayThePay

Stop asking candidates: "What is your current salary?" One of my clients was recently asked this, and it’s exactly why I feel so strongly about it. Your past or current salary should never determine your future pay. This question backs people into a corner, especially those who are less confident or less experienced in negotiation, often disproportionately affecting minority groups. Salary should reflect the market rate, responsibilities, and the value someone brings, their impact, contribution, and potential. Past pay tells you nothing about that. While some U.S. states have banned it, Australia still allows it, which is why we need fairer, more transparent pay practices. I want to hear from you: Have you been asked this question? If so, how did you handle it?

When negotiating a salary, especially for a night audit position, it's crucial to understand the factors influencing pay rates. Researching salary ranges on platforms like Indeed, LinkedIn, and company websites can provide valuable insights. Typically, night audit roles tend to offer slightly higher compensation to account for the less desirable hours and the need for independent problem-solving. It's worth comparing rates to make sure you are receiving fair compensation for your time. Doing your research, comparing salaries and rates, and knowing your worth can ultimately lead to more income. #salarynegotiation #nightaudit #jobsearch #careeradvice #compensation

For many asking for more salary would be a very hard task. In this article, you could find some good advices.

When candidates see your salary range, the top number is what sticks with them. If you wouldn’t realistically pay that cap, you’re setting yourself up for tough conversations later. With Massachusetts’ salary transparency law going into effect next week, it’s worth learning from NYC employers who’ve already been through this. Competition for top talent is still fierce, and even being a few thousand short of the posted cap can raise questions/hesitations. Make sure your range reflects what you’d truly offer - and when you find someone who checks every box, lead with your best offer. That’s how you land the hire and keep both sides happy.

Do not just focus on negotiating about your salary, also negotiate benefits like: 1.PTO( paid time off): you can negotiate the number of days you can take off in a year and still get an allowance 2. If you relocated because of the job, you can negotiate transportation benefits such as the company paying for your flight once or twice a month, when you are going to see your family you left behind. 3. Work mode: you can negotiate a hybrid arrangement if your work doesn't require you working onsite all the time. 4. Commission percentage; if your job entails earning commission, you can negotiate a better commission percentage. 5. Job title: you can negotiate a preferred job title, instead of Secretary, you can negotiate to go by Administrative Coordinator as you would be coordinating an office ( if you like). 6. Your professional membership dues and other certifications. If you are a member of ICAN or other professional body, you can negotiate for them to pay your dues and sponsor conferences you have to attend. If there are other benefits you have negotiated and enjoyed You can state them

According to the Robert Half Salary Guide, 44% of Canadian hiring managers predict that adding salaries to job descriptions will be the most effective way to attract skilled talent in 2026. Ahead of Ontario’s Pay Transparency legislation coming in January, which will require employers to disclose compensation details in job postings, Jared Lindzon in The Globe and Mail has shared the average national low, mid, and high end salary bands from our Salary Guide, along with educational requirements and responsibilities, for some of the most in-demand junior and entry-level positions. Knowing salary benchmarks helps job candidates across all levels better navigate the job-seeking and negotiation process, advocate for their skills and experience, and make informed decisions to further their careers. To see the salaries adjusted according to regional variances, check out the Salary Calculator function on the 2026 Salary Guide From Robert Half! https://lnkd.in/eGftqFCA

Government Publishes Full Listing of Public Service Posts Impacted in Phase 2 of the Salary Review Exercise The Government of the Commonwealth of The Bahamas advises that it has published the full listing of public service posts eligible for salary adjustments under Phase 2 of the National Salary Review. In the interest of transparency and public accountability, this information is being made readily accessible to the general public. The release of this list provides the clarity needed for public servants and other stakeholders to fully understand which posts are impacted by this process. Please click the link below: https://lnkd.in/eiXWJ6zz