Thread regarding Micron Technology Inc. layoffs

Sure, salary early in a discussion makes sense if you are defining a new role - true for smaller company and I have done in past and will do so shortly this very important step. Have to be good at negotiating to avoid offending by too high, and not sc--w yourself by going too low..so to OP point, the salary question from SAS right now is fishy and sounds more like a low-ball attempt to pull in ex-Micron who did not expect more than cr---y low Micron rates?

If you see the spot prices tick up even a single day you can bet glorious Samsung will be ready to bump up production even more. Your destination = 5% market share bud. Clean house.

If they have a budget, then why not to tell upfront: the approved range is this much or give a starting number? And do not waste time.
Then select the best people who agree to the range.

The employer has a complete control over the compensation. Why to try to trick people into the lower number?

But good opportunities do not start with the salary question without even learning about the applicant and sharing the job description.*

Sure, they do. Good companies spend money on good workers and outsource HR to minimum wage contractors. Companies like Micron have overpaid HR painting rosy pictures and underpaid overworked overstressed workers. See the difference?

Gooooooo Samsung!

To @oxq+1lNnC9bg

I would totally go to Samsung or back to Micron (I left for good before the layoff) if the opportunity is good.
But good opportunities do not start with the salary question without even learning about the applicant and sharing the job description.
At best you are treated as some commodity workforce.

I disagree on the salary question.

1. the employer has money. Period.
2. the employer has much more market information what they job pays.

At least the salary question should come closer to the end of the interview process.
If the employer asks about the salary right away, this means they have not done their research and do not respect the applicant.
At very least share the job description, benefits, schedule and location.
Otherwise the applicant risks about asking too little and lock yourself into another crapy situation or ask too much and get dismissed.

I guess the counter to that would be to decide how badly you need this job and how much you want to negotiate. Tell the market number then negotiate.
The reality is that by telling the number you already locked to it plus or minus 10% or so.
Then try to negotiate and reason.
But the corporate won’t give much.
If you are ready to walk away, it is fine.
I will play this game with them if I have time and chance.

It has very little to do with a company. It has a lot to do with a hiring manager budget for this position. The recruiter is just doing what he was told by hiring manager. Most of the time, they are part-time contractors, and many of them are not very professional. Don't play a tough ball on a monkey gatekeeper and do whatever it takes to get to a hiring manager. That's where the real talk starts.

Samsung should be contacting all the people Micron laid off. It would benefit them to just gain as much knowledge as possible from their competitors. Fairly sure Samsung has the resources to counteract all of Micron's product launches.

Asking about a desired salary works both ways, it doesn't waste time during the interview process if your request is too high.

this seems written by a Micron recruiter to don't go to Samsung.
I was contacted by Samsung HR on Linkedin, then they called me, they asked me what is my situation at Micron, what is my expectation for the future, and what could have been my salary expectation by doing the same in Austin with a formal promotion.

In case, better Samsung than Micron. At least they know what they are doing longterm.