one thing i've learned from working in hiring is that as recruiters, we have to be careful not to project our own biases onto companies, candidates, or compensation ranges.
there will always be people who think a particular salary range is too low, and there will always be others who would happily join that same company at that exact range because it aligns with their goals, learning opportunities, location, stage of life, or the team they want to work with.
our job is not to decide what someone should or shouldn't accept. our job is to create transparency, share opportunities, and help both sides make informed decisions.
of course, we still guide founders on compensation and discuss market benchmarks, candidate expectations, and hiring realities. but in the end, it's the company's decision on what they can afford, and it's the candidate's decision on whether the opportunity is worth it for them.
most startups are still trying to find product-market fit, figuring things out, and operating under constraints. as long as a company is being transparent, not exploiting candidates, and both sides are happy with the arrangement, i don't think it's our place as recruiters to judge those decisions.
every candidate values different things. every company operates under different constraints. staying objective and respecting both sides is one of the most important parts of this job.